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U.S. Department of Health and Human Services
Office of Human Resources

Managers and Supervisors Step-by-Step Flow Chart

For Managers & Supervisors

Supervisors must inform employees of their right to file a claim through ECOMP. When employees are incapacitated, with the assistance of an Agency Reviewer (AR) a claim can be filed on their behalf. Note: I?STAR is for safety notification only.

Form CA-16 may be provided for emergency medical treatment; no later than 7 days after injury. CA-16s cannot be provided for Occupational Disease.

Upon email notification from ECOMP, process your portion IMMEDIATELY. Save a PDF copy, in a confidential file.

Did the injury occur during one work shift?

Yes - We know the date and approximate time of injury.

  1. Complete form CA-1 Notice of Traumatic Injury
  2. Employee is eligible for Continuation of Pay (COP) if medical was provided within 10 days and the claim submitted within 30 days of injury. Upon final adjudication, if the claim is denied any COP granted must be corrected to the employee’s leave of choice.
  3. Inform timekeeper of COP eligibility.

No - Injury occurred over a more than one work shift.

  1. Complete form CA-2 Notice of Occupational Disease.
  2. Employee is not eligible for Continuation of Pay (COP). If the claim is accepted, they have the choice to use leave or take LWOP from the agency and file a CA-7 for compensation.

If medical treatment was provided, can the employee return to work?

The CA-17 may be used to evaluate their ability to perform required duties.

Yes.

  1. Verify medical clearance document and return employee to work immediately.

Yes, but the employee has medical restrictions.

  1. Can restrictions be accommodated?
    1. Yes: Provide employee a Temporary Job Offer letter. Both employee and supervisor must sign. The Agency Reviewer will upload into ECOMP for claim examiner’s approval. Adjust duties as medical requires until employee can perform duties without restrictions.
    2. No: Employee must remain off until medical improvement occurs which allows for return to duty. If COP has ended or employee was not eligible, employee can use their leave of choice or take LWOP and file a CA?7 for compensation from the Dept. of Labor (DOL) until they are able to return to duty.

No, medical has determined the employee cannot return to work.

  1. The employee must remain off until medical improvement occurs which allows for return to duty. If COP has ended or employee was not eligible, employee can use their leave of choice or take LWOP and file a CA-7 for compensation from the Dept. of Labor (DOL).
  2. Maintain contact with your employee and obtain updated medical bi-weekly. Your employee may improve and be able to return with limitations.
  3. Verify medical clearance before returning your employee to full time regular duties.

Note: Once injured employees reach 80 hours or more of LWOP, a personnel action must be processed. Refer to the Guide to Processing Personnel Actions Chapters 15 and 16 for specifics to injured employees. If your employee remains in a disabled status for 120 days or more, verification should be done concerning the transfer of FEGLI and/or FEHB to the Department of Labor. Notify your AR the date your employee returns to work. The AR will report the return to duty through ECOMP with the submission of a CA-3.