Printing - FECA-PT2 - National Association of Letter Carriers

d. Return to Duty. The injured employee must return to work upon notification by the
attending physician that he or she is able to perform regular work or light duty and the agency has
advised that such suitable work is available. If the employee refuses to do so, the continued
absence from work may result in an overpayment. COP may also be terminated if the employee
refuses to respond to the agency's offer of suitable work within five work days of receipt of the
offer. The agency may make the offer to the employee over the telephone, but must confirm the
offer in writing as soon as possible thereafter.
e. Claiming Compensation. If medical evidence shows that disability is expected to continue
beyond 45 days, the employee should complete Form CA-7 and submit it to the employing agency
on the 40th day of COP.
2-0807-8 Employing Agency Responsibility
8. Employing Agency Responsibility. When an employee has suffered an employment-related traumatic
injury, the employing agency should take action with respect to the following:
a. Authorizing Medical Care. The agency should promptly authorize medical care on Form
CA-16 and provide OWCP-1500, required for billing by the physician, to the claimant, 20 C.F.R.
10.211(a). If the supervisor is not certain that the injury occurred in the performance of duty, item
6B on Form CA-16 should be checked.
b. Providing Notice of Injury. The supervisor should furnish Form CA-1 to the employee or to
someone acting on his or her behalf for completion of the employee's portion of the form and
return to the employee the "Receipt of Notice of Injury." 20 C.F.R. 10.211(a)
c. Right of Election. The agency will notify the employee of the right to elect COP or to use
annual or sick leave or LWOP if the injury is disabling, and that leave used counts against the
45-day COP period, 20 C.F.R. 10.211(b).
d. Need for Medical Evidence. The agency will notify the employee of the need to submit
medical evidence of a disabling traumatic injury within 10 calendar days of the date disability
begins or pay may be terminated. It will also supply the employee with copies of Form CA-17 for
completion by the physician providing medical care.
e. Controversion. The agency will inform the employee whether COP will be controverted and,
if so, whether pay will be terminated, and the basis for such action (the reasons must conform with
those indicated in paragraph 9 below). The agency will also explain the basis for controversion (if
any) on Form CA-1 or by separate narrative report, 20 C.F.R. 10.211(c).
f. Submission of Information. Form CA-1, fully completed by both the employee and
employing agency, together with all other pertinent information and documents, must be
submitted to OWCP by the employing agency within 10 working days (20 C.F.R. 10.211(d))
following the agency's receipt of the completed form from the employee. In addition, the official
superior shall make any additional reports which OWCP requires.
g. Claim Forms. The agency should provide Form CA-7 to the employee on the 35th day of
COP if disability is expected to exceed 45 days and submit the completed form to OWCP on the
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