(4) Safety Personnel--full time or part time at the MSC,
along with the PDC shall develop and implement remedial
safety training.
Totally disabled employees who live or work within commuting
distance of a PEDC.
7(1) Employees who are unable to perform their regular duties,
or part of their regular duties, shall be scheduled for a
40 hour specialized safety training course, as a minimum,
taking into consideration the employee's medical limitations.
(2) This training may be conducted for approximately four
hours per day, five days per week, at the PEDC's.
(3) Employees being found fit for LIMITED DUTY during the
course will be assigned to LIMITED DUTY consistent with
their postmaster's wishes.
Vocational Rehabilitation Training within commuting distance
of a PEDC.
(1) Employees who complete the 40-hour training (and are stil not able to work) will be evaluated by the PEDC and directed into Vocational Rehabilitation Training within the PEDC.
(2) Such training shall be for periods of up to six hours per day and five days per week.
(3) Available training billets will determine the number of
training hours each employee will receive.
(4) The purpose of Vocational Rehabilitation training is to
provide the injured employees with a marketable skill in
case they are unable to return to their regular duty
assignment.
(5) Vocational training will assist employees in attaining
assignments in employment opportunities within the
Federal Service and private enterprise consistent with
their physical limitations.
Vocational Rehabilitation not available to PEDC's
Employees who are not directed into vocational rehabilitation at PEDC's will be instructed to keep medical reports up-to-date for continued payment of bills and compensation.
c. Employees who will not be able to return to a work environment
within the USPS.
(1) The employing installation will make arrangements with
OWCP to place the employee in a work environment con-
sistent with the employee's skills...
The employing installation in conjunction with OWCP
will insure that the disabled employee is provided
with the chance to acquire the necessary skills, be
It through college, trade schools, or other rehabili-
tation programs to acquire marketable skills.
Limited Duty assignments and scheduled training are considered
corrective actions to improve the attitude and performance of
the employee and to place him/her in a work status as soon as
possible. Failure of the employee to report for duty or
training, as directed, will result in appropriate disciplinary
action.
B. Appropriate disciplinary action would be progressive action, normally starting with a Letter of Warning for Failure to Obey Orders. EMPLOYEE'S OBLIGATION TO RETURN TO WORK OR TO SEEK WORK WHEN ABLE
When total disability ceases and the employee is able to perform
a part of his/her usual duties, or to perform work of a different
nature, the employee must seek such sultable work as he or she
is able to perform, either in Government or private employment,
unless it has already been provided for such employee, and he/ .
she shall accept such work or offer of work secured for him or
her. An employee who has not been regularly employed during
the period covered by such employee's claim, and who is only
partially disabled, shall state in his or her claim what efforts
he or she has made to obtain suitable employment giving the
names and addresses of persons or concerns to whom the employee
has applied for work.
If the employee has not been offered or has not been able
to secure work which he or she is able to do, he or she
shall so state. If a partially disabled employee refuses
to seek suitable work or refuses or neglects to work after
suitable work is offered to, procured by, or secured for the
employee, he or she shall not be entitled to any compensation.
Installation heads shall contact their OWCP office regarding
employees who fail to seek suitable work and they shall request
a discontinuance of compensation.
James F. Brackley
MSC Postmaster
Akron. OH 44309
In order for the Postal Service to conform to the Amended FECA
Compensation Act of 1974 and the Occupational Safety and Health
Act of 1970 the following procedures are mandatory for all employees.
All on-the-job injuries shall be reported to the supervisor.
immediately. Late reporting of injuries beyond the day of
injury will be cause for disciplinary action.
In all cases except major medical emergencies' the CA-1 should
be completed immediately. If the injury warrants medical
attention beyond first aid, the CA-I can be completed while
arrangements are being made with the doctor or hospital and
transportation.
The choice of physicians, within the regulations of the
Department of Labor, is the employee's as long as they can
be seen by their physician on the day of the injury. The
employee's physician will be contacted by the supervisor and
the appointment will be scheduled. The nearest hospital
Emergency Room is the alternate choice when the employee is
unable to be seen by the physician of their choice on the day
of the injury. Under OWCP and OSHA regulations, the Postal
Service must provide immediate medical attention for all on-
the-job injuries when treatment beyond first aid is required.
A CA-16 Authorization for Medical Treatment and a CA-17 Duty
Status Report will be taken by the employee to the physician.
The Ca-17 Duty Status Report must be completed by the physician
and returned immediately by the employee to his/her supervisor.
This is mandatory for return to work. A doctor's certificate
is acceptable if it supplies the information necessary to
determine the duty status of the employee with a full descrip-
tion of limitations If the employee is not returning to "Full
Duty". No employee will be placed in a "Light Duty" or "Total
Disability" status based on verbal reports.
Substantial writte medical authorization (CA-17 or Doctor's
Certificate for total disability) must be received by the
Safety Office from the attending physician. This is mandatory
before an employee can be placed on wage continuation.
When an employee is placed In a "Light Duty" status by the
doctor the employee will have the doctor complete a Physical
Questionnaire listing all restrictions. The completed ques-
tionnaire will be submitted to the concerned unit Director
who will evaluate the restrictions with the Safety Specialist
to determine if light duty is available within the restrictions
imposed..
Injuries "NOT" reported on day of occurence..
A. The employee will be required to give the reason for late reporting to the supervisor.
A CA-I will be completed as soon as the report of injury is submitted. Due to the delay in reporting the injury, if medical attention is necessary, Item 6 on the CA-16 Authorization for Treatment will be marked "B" indicating the possibility of the injury not being work related.
If an employee has already undergone unauthorized medical treatment, then the employee will give the Supervisor the name, address of the doctor and date of treatment. The doctor will be called by the Safety Specialist to verify treatment. A CA-17 will be sent to the doctor the day. report of injury is received.
Days of wage continuation claimed for disability prior to first.
examination by the attending physician will be controverted and
not allowed. The attending physician will also be asked the
reason for determining disability on days prior to his examination.
The "Duty Status" of an employee when reporting back to work is very important.
The employee must report to work for each of his/ her scheduled tours on light duty assignment.
"Total Disability" The employee is unable to perform his/her
job in any capacity. Continued performance of a job not related
to the Postal Service during disability will result in controversion
by the USPS.
"Full Duty" The employee is medically authorized to return to work without restrictions. If an employee fails to report to duty as instructed by the doctor, then any time lost will be covered by sick leave, annual leave, LWOP, or AWOL and could be cause for disciplinary action.
The "Duty Status" of an employee on return to work may deem
it necessary to schedule the employee for a Fitness for Duty
Examination by the District Area Medical Director. In that
case, the employee will be notified as to the time, date and
place of the examination. If an examination is warranted it
will take place before the employee is returned to work.
4. Based on the above information that is being provided to all employees, plus an investigation of the injury, information from witnesses, medical reports and the information provided on the CA-1, the USPS is prepared to controvert any claim that does not comply with OWCP guidelines for Reporting a Work Related Injury and Compensation for Lost Time.
Fred C. Phillips
Fred C. Phillips
MSC Postmaster
Akron, Ohio. 44309
|