"I can't do that work anymore."

1. The job displacement voucher

The Supplemental Job Displacement Benefit is a voucher for retraining and education, generally owed where the employer does not offer regular, modified, or alternative work after your condition becomes permanent and stationary.

Any offer should be in writing and should state the actual duties. "Light duty" that turns out to be your old job at a different station is not a modified work offer. How the voucher works. · Return to work.

2. The vocational route to 100%

If you cannot compete in the open labor market, the scheduled rating can be rebutted.

Following Nunes, the 2024 panel decisions set out a four-step burden: medical evidence of work restrictions · vocational evidence they preclude rehabilitation · vocational evidence they prevent competing in the open labor market · and medical evidence the restrictions are 100% industrial, without apportionment.

Step 4 is where these cases die — and a vocational expert cannot fix it, because only reporting physicians determine apportionment under § 4663. The apportionment fight has to be won at the medical level before the vocational expert is retained.

And the stakes are enormous: a life pension at 99% starts at up to $301.50/week; total disability pays up to $1,764.11/week for life. How it is proved.

3. The loss the rating does not capture

Some injuries end a trade at a modest impairment percentage.

Isocyanate sensitization means a body shop painter can never work in a body shop again — at any exposure level. More. A commercial driver who loses a medical certification is in the same position. So is a nurse who can no longer transfer patients.

That gap — between a small percentage and a total loss of occupational capacity — is where vocational evidence matters more than the AMA Guides do.

What helps

A documented failed attempt to return to work is among the most persuasive evidence available — far stronger than a prediction that you could not do it. More.

Specific restrictions, in pounds, hours, positions and frequencies. "Light duty" is not a restriction.

And your complete work history, education, transferable skills, English proficiency, age, and the actual local labor market — which is what a vocational expert works from.