ABOUT US  Overview Architects Responsibilities Annual Reports Awards Audit Committee Press Room Executive Directory FAQs  CAPITOL COMPLEX  FAQs Visiting U.S. Capitol Office Buildings Grounds U.S. Botanic Garden Architecture Art Map Multimedia  VISITING THE CAPITOL  SUSTAINABILITY SUSTAINABILITY  DOING BUSINESS WITH AOC  Overview Procedures Procurement Opportunities Small Business Coordinator  EMPLOYMENT   Overview How to Apply Vacancies Workers' Compensation General Information   Information on Work-related Injuries or Illnesses     Responsibilities for Employees       Responsibilities for Supervisors       Responsibilities for Field Coordinators       General Information on the FECA Program       Frequently Asked Questions       Highlights and Facts       OWCP Contact Numbers for Bill Payment     Related Web Sites     U.S. Department of Labor       OWCP Customer Assistance Material       Laws and Regulations       ACS Web Bill Processing Portal       Forms     AOC's Emergency Preparedness     Emergency Workers' Compensation Packet Overview       FECA Forms   When an employee is injured as a result of work or incurs a work-related illness, the supervisor has certain basic responsibilities in assisting the employee in reporting his or her injury or illness promptly and securing benefits under the FECA. They are as follows: If the employee requires emergency medical treatment, ensure that he or she receives immediate medical care by calling the U.S. Capitol Police at 911. An ambulance will be sent to the building where the employee is stationed. Assist the employee in notifying the Field Coordinator in your organization on filing the injury or disease claim and securing medical treatment, if needed. If possible, accompany the employee to the Field Coordinator’s office to report the injury. Make sure the employee files the right type of claim. If the employee's injury results from a specific event or a series of events during one day or shift, have he or she complete a Form CA-1, Federal Employee's Notice of Traumatic Injury and Claim for Continuation of Pay/Compensation as soon as possible, but not later than 30 days after the injury. If the employee develops a condition due to prolonged exposure lasting more than one day or shift, instruct the employee to complete a Form CA-2, Federal Employee's Notice of Occupational Disease and Claim for Compensation. Inform the employee to make contact with the Field Coordinator in your organization for assistance in filing this claim. Perform the mishap investigation in conjunction with safety personnel and verify your findings with the information provided by the employee on the Form CA-1. When investigating occupational disease claims (Form CA-2), follow the same procedures you take when performing mishap investigations for traumatic injuries but be prepared to address your findings in writing. Assist the Field Coordinator with completion of the injury forms and verify the information on the Forms CA-1 or CA-2. Make sure the information on the form is complete and the facts are consistent. Complete the supervisor's section of the form and make sure information is correct. If not, make appropriate corrections before the claim is forwarded to the Workers' Compensation Program Unit for processing. If you have specific information which casts doubt on the claim's validity, you may challenge the claim. However, it is important that you supply the supporting information with the form. Remember, the claim must be forwarded to the Workers' Compensation Program Unit promptly, so do not delay in submitting relevant information on the validity of the claim. Facilitate short-term work assignments. The Form CA-17, Duty Status Report is provided by the Field Coordinator to the injured employee and attending physician to indicate the availability of limited duty. It also serves as an interim medical report containing information as to employee's ability to return to some type of work. Supervisors should discuss with the employee any limited duty options available, and those options noted on the Form CA-17. Supervisors will also need to specify the usual work requirements of the employee on Side A of the form. The employee will be instructed to have the medical portion of the Form CA-17 completed by their physician to determine if a limited duty assignment is appropriate. This is a critical step for managing the care of the employee, by the agency, and providing supervisors with clear work restrictions and limitations for injured workers during the recovery/limited duty period. Maintain contact with the injured employee throughout the period of disability and absence from work. Keep management and the Workers' Compensation Program Unit properly informed on all complex issues (including other personnel matters) associated with a claim. As a supervisor, you should make every attempt to provide injured employees with alternative work assignments that will accommodate these medical limitations. You must coordinate with your Field Coordinator any limited duty work assignments you areoffered. Keeping a partially disabled employee in the work place tends to speed his or her recovery. This benefits the employee and reduces agency costs. If an employee is totally disabled, or if you are unable to accommodate the medical limitations of the employee, maintain contact with the employee during his or her absence from work. The Workers' Compensation Program Unit can answer any questions you may have concerning short-term limited duty in the AOC. Remember to keep the Workers' Compensation Program Unit informed on the status of the injured employee and any problem or potential problems regarding the claim. Coordinate with your timekeeper to ensure that proper codes are entered on time sheets in order to track all Continuation of Pay (COP), doctor's appointments covered under COP and any time not authorized by the Workers' Compensation Program Unit. Employees may have to use their own leave when they fail to provide the proper medical documentation to cover their disability as work-related.