65-05.1 Rehabilitation Services

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CHAPTER 65-05.1REHABILITATION SERVICES65-05.1-01. Rehabilitation services.1.The state of North Dakota exercising its police and sovereign powers declares that<br>disability caused by injuries in the course of employment and disease fairly traceable<br>to the employment create a burden upon the health and general welfare of the<br>citizens of this state and upon the prosperity of this state and its citizens.2.The purpose of this chapter is to ensure that injured employees covered by this title<br>receive services, so far as possible, necessary to assist the employee and the<br>employee's family in the adjustments required by the injury to the end that the<br>employee receives comprehensive rehabilitation services, including medical,<br>psychological, economic, and social rehabilitation.3.It is the goal of vocational rehabilitation to return the disabled employee to<br>substantial gainful employment with a minimum of retraining, as soon as possible<br>after an injury occurs. "Substantial gainful employment" means bona fide work, for<br>remuneration, which is reasonably attainable in light of the individual's injury,<br>functional capacities, education, previous occupation, experience, and transferable<br>skills, and which offers an opportunity to restore the employee as soon as<br>practicable and as nearly as possible to ninety percent of the employee's average<br>weekly earnings at the time of injury, or to sixty-six and two-thirds percent of the<br>average weekly wage in this state on the date the rehabilitation consultant's report is<br>issued under section 65-05.1-02.1, whichever is less.The purpose of definingsubstantial gainful employment in terms of earnings is to determine the first<br>appropriate priority option under subsection 4 which meets this income test set out<br>above.4.The first appropriate option among the following, calculated to return the employee<br>to substantial gainful employment, must be chosen for the employee:a.Return to the same position.b.Return to the same occupation, any employer.c.Return to a modified position.d.Return to a modified or alternative occupation, any employer.e.Return to an occupation within the local job pool of the locale in which the<br>claimant was living at the date of injury or of the employee's current address<br>which is suited to the employee's education, experience, and marketable skills.f.Return to an occupation in the statewide job pool which is suited to the<br>employee's education, experience, and marketable skills.g.Retraining of one hundred four weeks or less.5.If the employee's first appropriate option is an option listed in subdivision c, d, e, or f<br>of subsection 4, the organization may pursue retraining of one hundred four weeks<br>or less. If an option listed in subdivision a, b, c, d, e, or f of subsection 4 has been<br>identified as appropriate for an injured employee and the employee is initially<br>released by the doctor to return to part-time employment with the reasonable<br>expectation of attaining full-time employment, the organization shall pay temporary<br>partial disability benefits under section 65-05-10 until the doctor determines the<br>employee is medically capable of full-time employment.Page No. 16.a.If the vocational consultant concludes that none of the priority options under<br>subsection 4 are viable, and will not return the employee to the lesser of<br>sixty-six and two-thirds percent of the average weekly wage, or ninety percent<br>of the employee's preinjury earnings, the employee shall continue to minimize<br>the loss of earnings capacity, to seek, obtain, and retain employment:(1)That meets the employee's functional capacities; and(2)For which the employee meets the qualifications to compete.b.Under section 65-05-10, the organization shall award partial disability based on<br>retained earnings capacity calculated under this section.c.For purposes of calculating partial disability based on a retained earnings<br>capacity, an employee is presumed to be capable of earning the greater of the<br>state's hourly minimum wage times the hours of release based on a valid<br>functional capacities examination or the wages payable within the appropriate<br>labor market. This presumption is rebuttable only upon a finding of clear and<br>convincing medical and vocational evidence to the contrary. If the presumption<br>is successfully rebutted, the employee may receive partial disability benefits<br>based on a retained earnings capacity of zero.7.The income test in subsection 3 must be waived when an employer offers the<br>employee a return-to-work option at a wage lower than the income test as defined<br>under subsection 3 or when the organization and the employee agree to waive the<br>income test and the priority options.8.Vocational rehabilitation services may be initiated by:a.The organization on its own motion; orb.The employee or the employer if proof exists:(1)That the employee has reached maximum medical recovery;(2)That the employee is not working and is not voluntarily retired or<br>removed from the labor force; and(3)That the employee has made good-faith efforts to seek, obtain, and<br>retain employment.9.Chapter 50-06.1 does not apply to determinations of eligibility for vocational<br>rehabilitation made pursuant to this chapter.10.If retraining is the first appropriate vocational rehabilitation option identified for an<br>employee, the employee shall notify the organization of the acceptance of the<br>retraining option on a form provided by the organization within thirty days from the<br>date the employee receives notice of eligibility for retraining. If the employee fails to<br>notify the organization of the acceptance of the retraining option within the thirty-day<br>period, the organization shall calculate a retained earnings capacity as provided in<br>subdivision c of subsection 6. A vocational rehabilitation allowance does not accrue<br>as weeks of temporary total disability as defined in section 65-01-02 if the employee<br>successfully completes a retraining program approved by the organization. If the<br>employee fails to successfully complete a retraining program approved by the<br>organization, the vocational rehabilitation allowance paid accrues against the<br>maximum number of weeks of temporary total disability allowed pursuant to section<br>65-01-02.If an employee attempts and withdraws from an approved retrainingprogram within the first twenty weeks following commencement of the retraining<br>program, the employee, upon request, may receive no more than one hundredPage No. 2eighty-two weeks of temporary partial disability benefits calculated pursuant to<br>subdivision c of subsection 6.65-05.1-02. Organization responsibility. The organization shall:1.Appoint a director of rehabilitation services and such other staff as necessary to fulfill<br>the purposes of this chapter.2.Cooperate with such federal or state agency as shall be charged with vocational<br>education, vocational rehabilitation, and job placement in order that any duplication<br>of effort can be avoided, as far as possible, in any individual claim.3.Make determinations on individual claims as to the extent and duration of the<br>organization involvement under this chapter.4.Enter into such agreements with other agencies and promulgate any rules or<br>regulations as may be necessary or advantageous in order to carry out the purpose<br>of this chapter.5.Provide such rehabilitation services and allowances as may be determined by the<br>organization to be most beneficial to the worker within the limits of this chapter.6.Establish medical assessment teams, the composition of which must be determined<br>by the organization on a case-by-case basis, as the nature of the injury may require,<br>for the purpose of assessing the worker's physical restrictions and limitations. The<br>medical assessment team must be provided the medical records compiled by the<br>worker's treating physicians.The medical assessment team may consult theworker's treating physicians prior to making its final assessment of the worker's<br>functional capacities. The provisions of section 65-05-28 do not apply to the medical<br>findings made under this section.7.Appoint one or more vocational consultants, the identity of which must be<br>determined by the organization on a case-by-case basis, as the nature of the injury<br>may require, for the purpose of assessing the worker's transferable skills,<br>employment options, and the physical demand characteristics of the worker's<br>employment options, and determining which option available under subdivisions a<br>through f of subsection 4 of section 65-05.1-01 will enable the worker to return to<br>employment within the physical restrictions and limitations provided by the medical<br>assessment team. The vocational consultant shall issue to the organization a report<br>as provided in section 65-05.1-02.1.65-05.1-02.1. Vocational consultant's report. The vocational consultant shall reviewall records, statements, and other pertinent information and prepare a report to the organization<br>and employee.1.The report must:a.Identify the first appropriate rehabilitation option by following the priorities set<br>forth in subsection 4 of section 65-05.1-01.b.Contain findings of why a higher listed priority, if any, is not appropriate.2.Depending on which option the consultant identifies as appropriate, the report also<br>must contain findings that:a.Identify jobs in the local or statewide job pool and the employee's anticipated<br>earnings from each job; orPage No. 3b.Describe an appropriate retraining program, the employment opportunities<br>anticipated upon the employee's completion of the program, and the<br>employee's anticipated earnings.3.The vocational consultant's report is due within sixty days from the date the<br>vocational assessment is performed under this chapter. However, if the vocational<br>consultant determines that retraining options must be evaluated because higher<br>priority options are not viable, the final report is due within ninety days of the<br>vocational assessment to allow the employee to assist in formulating the choice<br>among the qualified training programs.65-05.1-03. Director of rehabilitation services - Duties. The director of rehabilitationservices shall:1.Direct the implementation of programs for individual workforce safety and insurance<br>claimants in accordance with organization determinations in compliance with the<br>purpose of this chapter.2.Cooperate, contact, and assist any government or private organization or agency or<br>group of individuals or business or individual necessary or advantageous in carrying<br>out the purpose of this chapter.3.Keep such records, for statistical purposes, and provide such training necessary for<br>the organization staff as is necessary to keep pace with future developments in the<br>area of rehabilitation services.65-05.1-04. Injured employee responsibility.1.The injured employee shall seek, obtain, and retain reasonable and substantial<br>employment to reduce the period of temporary disability to a minimum.Theemployee has the burden of establishing that the employee has met this<br>responsibility.2.If the injured employee is unable to obtain substantial employment as a direct result<br>of injury, the employee shall promptly notify the organization under subdivision b of<br>subsection 8 of section 65-05.1-01.3.The injured employee shall be available for testing under subsection 6 or 7 of<br>section 65-05.1-02, and for any further examinations and testing as may be<br>prescribed by the organization to determine whether or not a program of<br>rehabilitation is necessary. The injured employee also shall participate in remedial<br>or other educational services when those services are determined to be necessary<br>by the organization or the vocational consultant. If the employee is noncompliant<br>with this subsection, the organization shall suspend benefits during the period of<br>noncompliance.4.If the first appropriate rehabilitation option under subsection 4 of section 65-05.1-01<br>is return to the same, modified, or alternative occupation, or return to an occupation<br>that is suited to the employee's education, experience, and marketable skills, the<br>employee is responsible to make a good-faith work trial or work search.If theemployee fails to perform a good-faith work trial, the organization may not pay<br>additional disability benefits unless the employee meets the criteria for reapplying for<br>benefits required under subsection 1 of section 65-05-08. If the employee meets the<br>burden of proving that the employee made a good-faith work trial or work search and<br>that the work trial or work search was unsuccessful due to the injury, the<br>organization shall reevaluate the employee's vocational rehabilitation claim. When<br>the first appropriate vocational rehabilitation option is identified for an employee, the<br>organization shall notify the employee of the obligation to make a good-faith workPage No. 4search or good-faith work trial, and provide information to the employee regarding<br>reinstatement of benefits if the work search or work trial is unsuccessful.5.If the first appropriate rehabilitation option under subsection 4 of section 65-05.1-01<br>is retraining, the employee shall cooperate with the necessary testing to determine<br>whether the proposed training program meets the employee's medical limitations<br>and aptitudes. The employee shall attend a qualified rehabilitation training program<br>when ordered by the organization. A qualified training program is a rehabilitation<br>plan that meets the criteria of this title, is the approved option of the rehabilitation<br>consultant, and commences within a reasonable period of time such as the next<br>quarter or semester. The organization and the employee, by agreement, may waive<br>the income test applicable under this subsection.6.If, without good cause, the injured employee fails to make a good-faith work search<br>in return to work utilizing the employee's transferable skills, the employee is in<br>noncompliance with vocational rehabilitation. A good-faith work search that does not<br>result in placement is not, in itself, sufficient grounds to prove the work injury caused<br>the inability to acquire gainful employment. The employee shall show that the injury<br>significantly impacts the employee's ability to successfully compete for gainful<br>employment in that the injury leads employers to favor those without limitations over<br>the employee. If, without good cause, the injured employee fails to attend specific<br>vocational testing, remedial, or other vocational services determined necessary by<br>the organization or the rehabilitation consultant, the employee is in noncompliance<br>with vocational rehabilitation. If, without good cause, the injured employee fails to<br>attend a scheduled medical or vocational assessment, fails to communicate or<br>cooperate with the vocational consultant, or fails to attend a specific qualified<br>rehabilitation program within ten days from the date the rehabilitation program<br>commences, the employee is in noncompliance with vocational rehabilitation. If,<br>without good cause, the employee discontinues a training program in which the<br>employee is enrolled, the employee is in noncompliance with vocational<br>rehabilitation.If at any time the employee is noncompliant without good cause,subsequent efforts by the employee to come into compliance with vocational<br>rehabilitation are not considered successful compliance until the employee has<br>successfully returned to the job or training program for a period of thirty days. In all<br>cases of noncompliance by the employee, the organization shall discontinue<br>disability and vocational rehabilitation benefits.If the period of noncompliancecontinues for thirty days following the date benefits are discontinued, or a second<br>instance of noncompliance occurs without good cause, the organization may not pay<br>any further disability or vocational rehabilitation benefits, regardless of whether the<br>employee sustained a significant change in medical condition due to the work injury.65-05.1-05. Rehabilitation contract. Repealed by S.L. 1989, ch. 771,</div></article><aside class="right-sidebar"><div class="related-sidebar"><h3><span class="emoji">⚖️</span> State Laws</h3><ul class="state-laws-list"><li><a href="https://state-laws.laws.com/state-of-alabama">The State Laws of Alabama</a></li><li><a href="https://state-laws.laws.com/state-of-alaska">The State Laws of Alaska</a></li><li><a href="https://state-laws.laws.com/state-of-arizona">The State Laws of Arizona</a></li><li><a href="https://state-laws.laws.com/state-of-arkansas">The State Laws of Arkansas</a></li><li><a href="https://state-laws.laws.com/state-of-california">The State Laws of California</a></li><li><a href="https://state-laws.laws.com/state-of-colorado">The State Laws of Colorado</a></li><li><a href="https://state-laws.laws.com/state-of-connecticut">The State Laws of Connecticut</a></li><li><a href="https://state-laws.laws.com/state-of-delaware">The State Laws of Delaware</a></li><li><a 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height:815px; text-align:center;\"\u003eLoading PDF...\u003c/div\u003e\u003cscript type=\"text/javascript\"\u003e var pdf_url = 'https://law.justia.com/codes/north-dakota/2009/t65/pdf/t65c051.pdf'; $(document).ready(function() { var embedwindow = $(\"#embed_document\"); if ($.browser.msie){ embedwindow.html('\u003cembed src=\"'+pdf_url+'\" width=\"100%\" height=\"100%\"\u003e\u003c/embed\u003e'); } else { embedwindow.html('\u003ciframe style=\"width:100%; height:100%;\" src=\"https://docs.google.com/gview?url='+window.escape(pdf_url)+'\u0026embedded=true\" frameborder=\"0\"\u003e\u003c/iframe\u003e'); } });\u003c/script\u003e\u003cbr\u003e\u003cbr\u003e\u003cnoframes\u003eCHAPTER 65-05.1REHABILITATION SERVICES65-05.1-01. Rehabilitation services.1.The state of North Dakota exercising its police and sovereign powers declares that\u003cbr\u003edisability caused by injuries in the course of employment and disease fairly traceable\u003cbr\u003eto the employment create a burden upon the health and general welfare of the\u003cbr\u003ecitizens of this state and upon the prosperity of this state and its citizens.2.The purpose of this chapter is to ensure that injured employees covered by this title\u003cbr\u003ereceive services, so far as possible, necessary to assist the employee and the\u003cbr\u003eemployee's family in the adjustments required by the injury to the end that the\u003cbr\u003eemployee receives comprehensive rehabilitation services, including medical,\u003cbr\u003epsychological, economic, and social rehabilitation.3.It is the goal of vocational rehabilitation to return the disabled employee to\u003cbr\u003esubstantial gainful employment with a minimum of retraining, as soon as possible\u003cbr\u003eafter an injury occurs. \u0026quot;Substantial gainful employment\u0026quot; means bona fide work, for\u003cbr\u003eremuneration, which is reasonably attainable in light of the individual's injury,\u003cbr\u003efunctional capacities, education, previous occupation, experience, and transferable\u003cbr\u003eskills, and which offers an opportunity to restore the employee as soon as\u003cbr\u003epracticable and as nearly as possible to ninety percent of the employee's average\u003cbr\u003eweekly earnings at the time of injury, or to sixty-six and two-thirds percent of the\u003cbr\u003eaverage weekly wage in this state on the date the rehabilitation consultant's report is\u003cbr\u003eissued under section 65-05.1-02.1, whichever is less.The purpose of definingsubstantial gainful employment in terms of earnings is to determine the first\u003cbr\u003eappropriate priority option under subsection 4 which meets this income test set out\u003cbr\u003eabove.4.The first appropriate option among the following, calculated to return the employee\u003cbr\u003eto substantial gainful employment, must be chosen for the employee:a.Return to the same position.b.Return to the same occupation, any employer.c.Return to a modified position.d.Return to a modified or alternative occupation, any employer.e.Return to an occupation within the local job pool of the locale in which the\u003cbr\u003eclaimant was living at the date of injury or of the employee's current address\u003cbr\u003ewhich is suited to the employee's education, experience, and marketable skills.f.Return to an occupation in the statewide job pool which is suited to the\u003cbr\u003eemployee's education, experience, and marketable skills.g.Retraining of one hundred four weeks or less.5.If the employee's first appropriate option is an option listed in subdivision c, d, e, or f\u003cbr\u003eof subsection 4, the organization may pursue retraining of one hundred four weeks\u003cbr\u003eor less. If an option listed in subdivision a, b, c, d, e, or f of subsection 4 has been\u003cbr\u003eidentified as appropriate for an injured employee and the employee is initially\u003cbr\u003ereleased by the doctor to return to part-time employment with the reasonable\u003cbr\u003eexpectation of attaining full-time employment, the organization shall pay temporary\u003cbr\u003epartial disability benefits under section 65-05-10 until the doctor determines the\u003cbr\u003eemployee is medically capable of full-time employment.Page No. 16.a.If the vocational consultant concludes that none of the priority options under\u003cbr\u003esubsection 4 are viable, and will not return the employee to the lesser of\u003cbr\u003esixty-six and two-thirds percent of the average weekly wage, or ninety percent\u003cbr\u003eof the employee's preinjury earnings, the employee shall continue to minimize\u003cbr\u003ethe loss of earnings capacity, to seek, obtain, and retain employment:(1)That meets the employee's functional capacities; and(2)For which the employee meets the qualifications to compete.b.Under section 65-05-10, the organization shall award partial disability based on\u003cbr\u003eretained earnings capacity calculated under this section.c.For purposes of calculating partial disability based on a retained earnings\u003cbr\u003ecapacity, an employee is presumed to be capable of earning the greater of the\u003cbr\u003estate's hourly minimum wage times the hours of release based on a valid\u003cbr\u003efunctional capacities examination or the wages payable within the appropriate\u003cbr\u003elabor market. This presumption is rebuttable only upon a finding of clear and\u003cbr\u003econvincing medical and vocational evidence to the contrary. If the presumption\u003cbr\u003eis successfully rebutted, the employee may receive partial disability benefits\u003cbr\u003ebased on a retained earnings capacity of zero.7.The income test in subsection 3 must be waived when an employer offers the\u003cbr\u003eemployee a return-to-work option at a wage lower than the income test as defined\u003cbr\u003eunder subsection 3 or when the organization and the employee agree to waive the\u003cbr\u003eincome test and the priority options.8.Vocational rehabilitation services may be initiated by:a.The organization on its own motion; orb.The employee or the employer if proof exists:(1)That the employee has reached maximum medical recovery;(2)That the employee is not working and is not voluntarily retired or\u003cbr\u003eremoved from the labor force; and(3)That the employee has made good-faith efforts to seek, obtain, and\u003cbr\u003eretain employment.9.Chapter 50-06.1 does not apply to determinations of eligibility for vocational\u003cbr\u003erehabilitation made pursuant to this chapter.10.If retraining is the first appropriate vocational rehabilitation option identified for an\u003cbr\u003eemployee, the employee shall notify the organization of the acceptance of the\u003cbr\u003eretraining option on a form provided by the organization within thirty days from the\u003cbr\u003edate the employee receives notice of eligibility for retraining. If the employee fails to\u003cbr\u003enotify the organization of the acceptance of the retraining option within the thirty-day\u003cbr\u003eperiod, the organization shall calculate a retained earnings capacity as provided in\u003cbr\u003esubdivision c of subsection 6. A vocational rehabilitation allowance does not accrue\u003cbr\u003eas weeks of temporary total disability as defined in section 65-01-02 if the employee\u003cbr\u003esuccessfully completes a retraining program approved by the organization. If the\u003cbr\u003eemployee fails to successfully complete a retraining program approved by the\u003cbr\u003eorganization, the vocational rehabilitation allowance paid accrues against the\u003cbr\u003emaximum number of weeks of temporary total disability allowed pursuant to section\u003cbr\u003e65-01-02.If an employee attempts and withdraws from an approved retrainingprogram within the first twenty weeks following commencement of the retraining\u003cbr\u003eprogram, the employee, upon request, may receive no more than one hundredPage No. 2eighty-two weeks of temporary partial disability benefits calculated pursuant to\u003cbr\u003esubdivision c of subsection 6.65-05.1-02. Organization responsibility. The organization shall:1.Appoint a director of rehabilitation services and such other staff as necessary to fulfill\u003cbr\u003ethe purposes of this chapter.2.Cooperate with such federal or state agency as shall be charged with vocational\u003cbr\u003eeducation, vocational rehabilitation, and job placement in order that any duplication\u003cbr\u003eof effort can be avoided, as far as possible, in any individual claim.3.Make determinations on individual claims as to the extent and duration of the\u003cbr\u003eorganization involvement under this chapter.4.Enter into such agreements with other agencies and promulgate any rules or\u003cbr\u003eregulations as may be necessary or advantageous in order to carry out the purpose\u003cbr\u003eof this chapter.5.Provide such rehabilitation services and allowances as may be determined by the\u003cbr\u003eorganization to be most beneficial to the worker within the limits of this chapter.6.Establish medical assessment teams, the composition of which must be determined\u003cbr\u003eby the organization on a case-by-case basis, as the nature of the injury may require,\u003cbr\u003efor the purpose of assessing the worker's physical restrictions and limitations. The\u003cbr\u003emedical assessment team must be provided the medical records compiled by the\u003cbr\u003eworker's treating physicians.The medical assessment team may consult theworker's treating physicians prior to making its final assessment of the worker's\u003cbr\u003efunctional capacities. The provisions of section 65-05-28 do not apply to the medical\u003cbr\u003efindings made under this section.7.Appoint one or more vocational consultants, the identity of which must be\u003cbr\u003edetermined by the organization on a case-by-case basis, as the nature of the injury\u003cbr\u003emay require, for the purpose of assessing the worker's transferable skills,\u003cbr\u003eemployment options, and the physical demand characteristics of the worker's\u003cbr\u003eemployment options, and determining which option available under subdivisions a\u003cbr\u003ethrough f of subsection 4 of section 65-05.1-01 will enable the worker to return to\u003cbr\u003eemployment within the physical restrictions and limitations provided by the medical\u003cbr\u003eassessment team. The vocational consultant shall issue to the organization a report\u003cbr\u003eas provided in section 65-05.1-02.1.65-05.1-02.1. Vocational consultant's report. The vocational consultant shall reviewall records, statements, and other pertinent information and prepare a report to the organization\u003cbr\u003eand employee.1.The report must:a.Identify the first appropriate rehabilitation option by following the priorities set\u003cbr\u003eforth in subsection 4 of section 65-05.1-01.b.Contain findings of why a higher listed priority, if any, is not appropriate.2.Depending on which option the consultant identifies as appropriate, the report also\u003cbr\u003emust contain findings that:a.Identify jobs in the local or statewide job pool and the employee's anticipated\u003cbr\u003eearnings from each job; orPage No. 3b.Describe an appropriate retraining program, the employment opportunities\u003cbr\u003eanticipated upon the employee's completion of the program, and the\u003cbr\u003eemployee's anticipated earnings.3.The vocational consultant's report is due within sixty days from the date the\u003cbr\u003evocational assessment is performed under this chapter. However, if the vocational\u003cbr\u003econsultant determines that retraining options must be evaluated because higher\u003cbr\u003epriority options are not viable, the final report is due within ninety days of the\u003cbr\u003evocational assessment to allow the employee to assist in formulating the choice\u003cbr\u003eamong the qualified training programs.65-05.1-03. Director of rehabilitation services - Duties. The director of rehabilitationservices shall:1.Direct the implementation of programs for individual workforce safety and insurance\u003cbr\u003eclaimants in accordance with organization determinations in compliance with the\u003cbr\u003epurpose of this chapter.2.Cooperate, contact, and assist any government or private organization or agency or\u003cbr\u003egroup of individuals or business or individual necessary or advantageous in carrying\u003cbr\u003eout the purpose of this chapter.3.Keep such records, for statistical purposes, and provide such training necessary for\u003cbr\u003ethe organization staff as is necessary to keep pace with future developments in the\u003cbr\u003earea of rehabilitation services.65-05.1-04. Injured employee responsibility.1.The injured employee shall seek, obtain, and retain reasonable and substantial\u003cbr\u003eemployment to reduce the period of temporary disability to a minimum.Theemployee has the burden of establishing that the employee has met this\u003cbr\u003eresponsibility.2.If the injured employee is unable to obtain substantial employment as a direct result\u003cbr\u003eof injury, the employee shall promptly notify the organization under subdivision b of\u003cbr\u003esubsection 8 of section 65-05.1-01.3.The injured employee shall be available for testing under subsection 6 or 7 of\u003cbr\u003esection 65-05.1-02, and for any further examinations and testing as may be\u003cbr\u003eprescribed by the organization to determine whether or not a program of\u003cbr\u003erehabilitation is necessary. The injured employee also shall participate in remedial\u003cbr\u003eor other educational services when those services are determined to be necessary\u003cbr\u003eby the organization or the vocational consultant. If the employee is noncompliant\u003cbr\u003ewith this subsection, the organization shall suspend benefits during the period of\u003cbr\u003enoncompliance.4.If the first appropriate rehabilitation option under subsection 4 of section 65-05.1-01\u003cbr\u003eis return to the same, modified, or alternative occupation, or return to an occupation\u003cbr\u003ethat is suited to the employee's education, experience, and marketable skills, the\u003cbr\u003eemployee is responsible to make a good-faith work trial or work search.If theemployee fails to perform a good-faith work trial, the organization may not pay\u003cbr\u003eadditional disability benefits unless the employee meets the criteria for reapplying for\u003cbr\u003ebenefits required under subsection 1 of section 65-05-08. If the employee meets the\u003cbr\u003eburden of proving that the employee made a good-faith work trial or work search and\u003cbr\u003ethat the work trial or work search was unsuccessful due to the injury, the\u003cbr\u003eorganization shall reevaluate the employee's vocational rehabilitation claim. When\u003cbr\u003ethe first appropriate vocational rehabilitation option is identified for an employee, the\u003cbr\u003eorganization shall notify the employee of the obligation to make a good-faith workPage No. 4search or good-faith work trial, and provide information to the employee regarding\u003cbr\u003ereinstatement of benefits if the work search or work trial is unsuccessful.5.If the first appropriate rehabilitation option under subsection 4 of section 65-05.1-01\u003cbr\u003eis retraining, the employee shall cooperate with the necessary testing to determine\u003cbr\u003ewhether the proposed training program meets the employee's medical limitations\u003cbr\u003eand aptitudes. The employee shall attend a qualified rehabilitation training program\u003cbr\u003ewhen ordered by the organization. A qualified training program is a rehabilitation\u003cbr\u003eplan that meets the criteria of this title, is the approved option of the rehabilitation\u003cbr\u003econsultant, and commences within a reasonable period of time such as the next\u003cbr\u003equarter or semester. The organization and the employee, by agreement, may waive\u003cbr\u003ethe income test applicable under this subsection.6.If, without good cause, the injured employee fails to make a good-faith work search\u003cbr\u003ein return to work utilizing the employee's transferable skills, the employee is in\u003cbr\u003enoncompliance with vocational rehabilitation. A good-faith work search that does not\u003cbr\u003eresult in placement is not, in itself, sufficient grounds to prove the work injury caused\u003cbr\u003ethe inability to acquire gainful employment. The employee shall show that the injury\u003cbr\u003esignificantly impacts the employee's ability to successfully compete for gainful\u003cbr\u003eemployment in that the injury leads employers to favor those without limitations over\u003cbr\u003ethe employee. If, without good cause, the injured employee fails to attend specific\u003cbr\u003evocational testing, remedial, or other vocational services determined necessary by\u003cbr\u003ethe organization or the rehabilitation consultant, the employee is in noncompliance\u003cbr\u003ewith vocational rehabilitation. If, without good cause, the injured employee fails to\u003cbr\u003eattend a scheduled medical or vocational assessment, fails to communicate or\u003cbr\u003ecooperate with the vocational consultant, or fails to attend a specific qualified\u003cbr\u003erehabilitation program within ten days from the date the rehabilitation program\u003cbr\u003ecommences, the employee is in noncompliance with vocational rehabilitation. If,\u003cbr\u003ewithout good cause, the employee discontinues a training program in which the\u003cbr\u003eemployee is enrolled, the employee is in noncompliance with vocational\u003cbr\u003erehabilitation.If at any time the employee is noncompliant without good cause,subsequent efforts by the employee to come into compliance with vocational\u003cbr\u003erehabilitation are not considered successful compliance until the employee has\u003cbr\u003esuccessfully returned to the job or training program for a period of thirty days. In all\u003cbr\u003ecases of noncompliance by the employee, the organization shall discontinue\u003cbr\u003edisability and vocational rehabilitation benefits.If the period of noncompliancecontinues for thirty days following the date benefits are discontinued, or a second\u003cbr\u003einstance of noncompliance occurs without good cause, the organization may not pay\u003cbr\u003eany further disability or vocational rehabilitation benefits, regardless of whether the\u003cbr\u003eemployee sustained a significant change in medical condition due to the work injury.65-05.1-05. Rehabilitation contract. 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