What happens if the injured employee is released to return to work on light duty, but light duty is not available?
Following a work related injury, during the course of treatment, the treating physician may determine an injured employee can return to work on “light duty.” The employee should get a detailed description of work restrictions from the doctor to provide the employer. If the employer can provide work within those restrictions, it should do so. If the employee is paid a lesser pay or is restricted to fewer hours because of the light duty, the employee is entitled to “temporary partial disability” benefits. These benefits are figured at 66 2/3% of the difference between the light duty wages and full duty wages, subject to the same maximum and minimum workers’ compensation rates described above. Example: An Employee was earning $300.00 per week before being injured. The same Employee is earning $200.00 per week while on light duty. $300.00 minus $200.00 equals $100.00 difference in pay due to the light duty restrictions. 66 2/3% of $100.00 equals $66.66. Therefore, the Employee will earn $2
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