Official CBA Page 159
ARTICLE 31: WORK-RELATED INJURIES AND ILLNESSES
A. PURPOSE: This Article addresses work-related injuries and illnesses.
B. When a bargaining unit employee reports a possible work-related injury as a result of their
performance of duties, management will:
1. Arrange for immediate medical care, if required, and transportation assistance, if necessary,
for the bargaining unit employee.
2. Complete the applicable portions of Form CA-1, Federal Employee’s Notice of Traumatic
Injury and Claim for Continuation of Pay/Compensation.
Note: When documenting a possible work-related illness (i.e. occupational disease)
management will complete the applicable portions of Form CA-2, Notice of Occupational
Disease and Claim for Compensation.
3. Articulate the management and bargaining unit employee responsibilities for reporting and
documenting the claim as detailed in TSA Management Directive 1100.00-6, Workers’
Compensation Program, effective July 2, 2009 and associated Handbook unless otherwise
superseded by law or regulation.
4. Within seven (7) calendar days of a bargaining unit employee reporting a possible work-
related injury, the bargaining unit employee will be provided a copy of the Federal
Employees’ Compensation Act (FECA) Rights and Responsibilities Acknowledgment
Form, which advises employees on how to file a CA-1 Form and request Continuation of
Pay (COP).
5. Provide the bargaining unit employee with the opportunity to provide TSA with an alternate
email address to receive communication from management while incapacitated for duty as
a result of a work-related injury.
C. A bargaining unit employee may (but is not required to) use annual and sick leave in lieu of
COP as described in TSA MD 1100.00-6, Workers’ Compensation Program, effective July 2,
2009 unless otherwise superseded by law or regulation. Eligibility for COP is governed by the
FECA and bargaining unit employees are generally eligible for up to forty-five (45) calendar
days of pay, which is treated as salary and subject to the usual payroll deductions.
D. TSA shall offer limited duty assignments to bargaining unit employees who have approved
Department of Labor (DOL)/OWCP claims consistent with TSA’s legitimate operational
needs. A bargaining unit employee who declines a limited duty position may be placed on
LWOP while DOL/OWCP reviews the case and makes a decision on the bargaining unit
employee’s suitability for the limited duty assignment.