1. INJURY COMPENSATION TREAT THE INJURED EMPLOYEE WITH DIGNITY AND RESPECT 1. Give clear direction and guidance. 2. All employees receive the same benefits under the Federal Employees’ Compensation Act. 3. The way an employee is treated during a work-related injury may shape the type of employee he/she will be during the rest of their Postal career.

2. INJURY COMPENSATION ASK, LISTEN, DECIDE CA-1 OR CA-2? FIRST- ASK WHAT? WHERE? WHEN?

3. LISTEN DID IT HAPPEN AT A SPECIFIC TIME? DID IT HAPPEN IN A SPECIFIC PLACE WAS THE INJURY CAUSED BY A SPECIFIC INCIDENT? DID IT HAPPEN IN ONE 8-HOUR PERIOD?

4. DECIDE IF THE ANSWER TO ANY OF THESE QUESTIONS IS “YES” GIVE THE EMPLOYEE A CA-1. IF THE ANSWERS ARE “NO” GIVE THE EMPLOYEE A CA-2.

5. DO NOT Complete employees’ portion of the CA-1. The employee may designate a Union Steward, a fellow employee, or a family member if they are unable to complete the form themselves. This is to cover you in case there is a later controversy over what was and was not injured in the original accident. If you believe an extenuating circumstance exists which would cause you to write on the front of the CA-1, contact ICO for guidance.

6. CA-16 & CA-17 CA-16 is authorization to treat for 60 days from the date issued. Only issue 1 per CA-1. Do not issue past 7 days from date of injury, or if employee has already received medical care. Only applicable with a CA-1, never issued with a CA-2 or CA-2a. Never issue without completing Supervisor’s portion. CA-17 is a Duty Status Form. Always complete Side A – including the left side which represents the regular hourly requirements for FULL DUTY. This should be completed job specific, do not use pre-populated forms

7. REMEMBER ! You can advise the injured employee of what CA Form they need to complete; However, it is a violation of Federal Law to insist they complete a certain CA Form or refuse to issue the CA Form they request- even if it is the wrong one.

8. INVESTIGATE 1. Was there another employee in the area at the time of injury? If so, ask the employee if they are willing to give a witness statement. 2. If a witness is willing to give a statement, request they do it immediately. Do not give the injured employee an opportunity to intimidate or influence the witness.