DID YOU KNOW?? (Workers Compensation)

DID YOU KNOW?? (Workers Compensation)


Joe Mansour

National Worker's Compensation Coordinator
AFGE/Council of Prison Locals #33
Local 1102 President
Post Office Box 2032
Lynnwood, Washington, 98036
(206) 870-5700 Institution
(425) 772-9424 Cell

e-mail Nawalma@aol.com




The following describes the differences between OWCP Benefits and Medical Retirement
CSRS Disability:

Under an OPM approved disability retirement an employee would receive the following: If covered by CSRS an “earned” annuity computed under the general formula, however the law guarantees a minimum annuity to employees who retire because of disability. If a disabled workers earned annuity is less than the guaranteed minimum, the minimum generally becomes the basic annuity. The guaranteed minimum is not a fixed amount but varies from one an employee to another based on age, service and average salary. It is the lesser of the following: 40 % of the employees high three or the amount obtained from the general formula after increasing the actual creditable service by the time remaining from the commencing date of the annuity to the date of the employees 60th birthday.

FERS Disability:

Disability benefits under FERS are based on the retirees age and amount of service. Disability benefits are recalculated after the first year and at age 62. If a disabled worker is under age 62 and not eligible for immediate retirement the following benefits apply: For the first twelve months 60% of the high three, minus 100% of any Social Security Benefits. After the first twelve months 40% of the high three minus 60% of any Social Security Benefits. Employees are entitled to an earned annuity- of 1% of their high three multiplied by years of service- if it is larger than their disability computed under the other provisions. When an employee reaches age 62 The FERS benefit is recalculated basing the calculation on the assumption an employee worked to age 62. From the second year forward FERS Disability benefit is indexed by the FERS cost of living formula minus one percent. Under FERS Disability the employee must have applied for Social Security Disability Benefits first.

Social Security Disability:

SSA benefits don’t begin until a five month waiting period expires and continues until age 65 or until SSA determines the benefits not longer apply. SSA does conduct a review every three years.

After disability retirement is approved OPM may also review the case periodically. If OPM determines the employee is no longer disabled, the annuity will be terminated after one year or upon reemployment in the Federal Government. Disability annuities can continue after reemployment based on the position and salary of the new position. Under current law there is no tax benefit for disability payments unless the employee is totally disabled for all gainful employment. OPM bases the decision on whether you are disabled for your current position or a vacant position of equal grade and pay. Employees should always check with IRS.

Differences between FECA and Disability Retirements:

Most employees will choice a FECA retirement because it results in a higher payment, mostly because FECA are tax free. Employees can switch between the two choices if it results in a benefit to the employee. However, employees should be aware their election can result in a disadvantage. For example if an employee elects a OPM retirement they are now considered an annuitant. If an employee recovers and is reemployed by the federal government the employee is now considered a rehired annuitant and is subjected to the rules governing reemployed annuitants. Being subjected to those rules may be disadvantageous if rehired at a lower grade and pay level. It is also recommended that if an employee is eligible for an immediate retirement that they should just retire so they are not subjected to the medical requirements and a subsequent loss of benefits. On the other hand certain job restoration rights are not available if you elect an immediate retirement.

Approval of a disability retirement does protect future annuity rights. If for some reason FECA benefits are cancelled an employee is entitled to disability benefits.

Once approved by OPM and FECA for disability the employee must elect which benefit they want to receive.

Simultaneous FECA and Disability Payments:

In limited circumstances an employee can receive both benefits. Since I believe Kim is a party to the DET Mold lawsuit this might apply. If she receives a payment from a third party and FECA suspends payments based on this settlement Kim could collect her OPM benefits while she is receiving financial compensation from the third party.

Refunds of Retirement Contributions:

Employees who are receiving FECA benefits can receive a refund of their federal retirement contributions however they must keep the following in mind. If a separated CSRS employee receives the refund and returns to duty the employee will forfeit all credit service, unless the redeposit the refunded payment. The FERS employees loose the time and the ability to make a deposit of the refunded payment to regain the time. Taking a refund while on a FECA award can be risky. While most employees believe the FECA will continue forever, if the employee recovers they could be forced back into federal service.

Impact on Retirement:

An employee on LWOP while receiving FECA benefits will receive full credits for the LWOP for retirement purposes. LWOP while receiving FECA is not subjected to the normal limitation of only 6 months a year. Typically an employee will stay on LWOP for a year, after a year the employee usually will be separated. An employee receiving FECA will stay on that benefit for as long as they qualify.

FECA Benefits:

Partially disabled employees are compensated at 66 2/3% without dependants and 75% with dependants. The pay rate used is based on the date of injury and includes night differential, Sunday differential, holiday pay, it doesn’t include overtime. Employees receiving compensation are entitled to COLA increases each March. The only deductions from compensation are health benefits. Compensation payments are not subject to federal income tax. Other benefit under FECA include medical care to include transportation expenses, extra compensation during vocational rehabilitation and an attendant where required. Employees can also collect unemployment benefits while receiving FECA payments. FECA benefits are the same for permanent total disability as those provided for temporary total disability. There is no such thing as OWCP/FECA retirement. AN employee receiving an FECA payment continues to receive said payment until the condition no longer exists and or the employee has been returned to government service. However once the employee returns to federal employment all time outside is then creditable for a normal retirement.

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light Duty offers
The agency can make the offer verbally but must be followed-up in writing
The Light duty offer must include: job description, physical demands of position, organizational and geographical
location date available, date responses required.
H1N1 while on the job
If you are found to have contracted H1N1 while on the job, file a CA-2.  If you
are refused a claim form, go to the DOL website ( Attached) and get the form. Fill it out
and submit it to DOL with a note stating that your agency refused to provide
To prove MRSA is a work related injury,  these steps must be followed.
1- the member has to get his physician to test what strain of MRSA
2- The agency (Institution) must also test the inmate.  
3- The Local union will provide the roster for the member for his duty station and if the inmate was in the same unit the connection is made to prove that the member contracted MRSA at work.
4- Then they file CA-2.   We have been successful in getting two cases approved by OWCP following this steps.  The hardest part is to get the institutions to test the inmate.  

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Form Title
Use For
Employee Filing Time
Personal/Physical Injury
Any physical injury to include, one time incident of injury, stress, strain or repetitive physical injury.
Within 72 hours of injury, no later than 30 days from date of injury for COP.  Can be filed as late as three years from date of injury.
Agency has ten workdays from date of injury or from date of notification from employee to forward claim to DOL.  Agency should forward to DOL immediately, they should not wait for medical documentation.
Occupational Injury
Any occupational disease or injury of a repetitive nature.
Within 72 hours of injury.  Can be filed as late as three years from date of injury or date of diagnosis.  In addition, can be filed up to three years from the date employee reasonably should have known of injury.
Agency has ten workdays from date of injury or from date of notification from employee to forward claim to DOL.  Agency should forward to DOL immediately, they should not wait for medical documentation.
Compensation for Wage Loss
Compensation for wage loss in the event of time loss for an occupational injury or illness, or upon cessation of COP.
Employee should obtain form from their supervisor on the 30th day of COP, or immediately in the event of an occupational injury wage loss.  Employee should obtain information from their treating physician and to their supervisor as soon as possible. 
Employee must disclose all family income within the household.
If employee fails to file these timely, there will be a pay break.
Agency must file CA-7 within ten working days of receipt.  Supervisor is responsible for providing CA-7 to employee on 30th day of COP.  **Employee should not wait for supervisor to provide form.
Medical Authorization
A guarantee that the agency will pay for a maximum of 60 days of medical care (diagnostic and treatment). 
The employee should secure form within 4 days of injury. 
**The agency has no obligation to authorize the CA-16 after four days have elapsed, the employee must then appeal to the DOL claims examiner.
The agency must provide form to employee within 4 days of the injury, or from report of injury.  An authorized official of the agency must sign form. 
** If the employee fails to secure form within 4 days, the agency has no obligation to authorize the CA-16 and the employee must appeal to the DOL claims examiner.
Return to Work Limitations
A form for use by treating physicians to outline limitations or modifications to job duties of injured employee.
The employee should obtain form at time of injury.  Employee is responsible for completion by treating physician and submitting to the supervisor.
The agency must provide form to employee and to secure modified or limited duties as outlined by treating physician.
(is attached to Form CA-16)
Medical Report
A form for use by treating physicians to outline temporary or  permanent medical limitations.
The employee should obtain form at time of injury.  Employee is responsible for completion by treating physician and submitting to the supervisor.
The agency must provide form to employee and to secure modified or limited duties as outlined by treating physician.


Q:  Can someone who is on Light duty work Overtime that results in members to lose on Overtime. 


A:  After researching the questions, there is nothing in the Federal Compensation Act that I could find.  But the Master Agreement in Article 18, Hours of Work, Section P # 1, on Page 43 it states, when management determines that it is necessary to pay overtime for positions/assignments normally filled by bargaining unit employees, qualified employees in the bargaining unit will receive first consideration for these overtime assignments. The key word is qualified.   Anyone on Light duty is not qualified and that is the reason he or she is on is Light duty.    So if you are having this problem, a good way to stop it is by filling a Grievance on Violation of contract if the agency doesn't stop.   


Q:  Can someone travel if he is on OWCP (Due to Job Injury) with limitations, such as no inmate contact or no Heavy lifting etc.....


A:  Yes if you are on OWCP Meaning you are filing CA 7 every two weeks and getting paid by (DOL) Dept. of Labor.  You can go anywhere as long you are not going on a trip where you are receiving.


Example:  If you go and conduct a speech/ or contract work and get paid for it then you must report it to OWCP. It is better that you don't because it will disturb your payment from DOL.

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Last week while handling a case in The Western Region the Safety Mgr refuse to provide the employee with a copy of his/ Her OWCP files.  If this happen to you please call me or use the bellow laws that authorize the employee to have access to his/ her files.
[Code of Federal Regulations]
[Title 5, Volume 1]
[Revised as of January 1, 2009]
[CITE: 5 CFR 339.305]

Sec. 339.305  Records and reports.

    (a) Agencies will receive and maintain all medical documentation and
records of examinations obtained under this part in accordance with
instructions provided by OPM, under provisions of 5 CFR part 293,
subpart E.
    (b) The report of an examination conducted under this subpart must
be made available to the applicant or employee under the provisions of
part 297 of this chapter.
3-0900-3 Release of Medical Information
3. Release of Medical Information. While Federal regulations require the Office to maintain the confidentiality of records under its jurisdiction, they also provide that the claimant may have access to records pertaining to him or her as long as the information released will not be harmful. In most instances the regulations prohibit release of information to others unless the claimant has given written permission to release the records.
a. Release by OWCP. With written consent from the employee, the CE may release medical records to the representative, a private insurance company, a welfare agency, etc. If the CE believes that information contained in the records may be embarrassing or damaging to the claimant, the case will be referred to the DMA for review to determine whether release is advisable. Extreme caution should always be exercised when considering release to any party of medical information containing diagnoses or impressions of sexual deviation, drug addiction, alcoholism, psychotic conditions, or conditions resulting from self-abuse. The DMA may suggest release to the employee's treating physician for interpretation.
(1) Claimant or Representative. The DMA may be asked to render an opinion whether release of medical records would have an adverse effect upon the claimant. If so, the information will normally be released only to the employee's physician for interpretation.
(2) Claimant's Physician. Whe n the claimant's attending physician wishes to study x-rays, electrocardiograms, slides, etc., made by another physician, clinic, or hospital, it is proper to authorize such review. These materials may be sent to the requesting physician by certified mail with the understanding that measures will be taken to avoid loss in transit and to return the materials promptly.
(3) Medical Departments of Other Federal Establishments. It is customary to furnish copies of medical reports of authorized examinations in connection with an injury to medical departments of other Federal establishments upon request.
(4) Office of Personnel Management (OPM). Medical information, usually in the form of copies of pertinent medical records, may be furnished the Office of Personnel Management upon request.
(5) Social Security Administration. Medical information, usually in the form of copies of pertinent medical reports, may be furnished the Social Security Administration upon request.
(6) Attorneys in Third Party Cases. All requests for medical information on third party cases shall be referred to the CE designated to handle such cases.
(7) Insurance Companies. Information may be released to an insurance company when the request is accompanied by a signed release from the employee.
Reports containing confidential information gathered by such agencies as the Federal Bureau of Investigation and the Office of the Inspector General remain the property of those agencies. Neither the reports nor communications concerning them may be disclosed outside OWCP without prior approval. Requests for access or disclosure of such reports or communications should be referred to the agency which generated the report.
Similarly, OWCP should not release reports labeled confidential by their authors. The requestor should be advised to contact the originator of such a report concerning its release.
b. Release of Medical Information by Others. The CE and DMA may be consulted by employing agencies, medical providers and others concerning the propriety of release of information pertaining to FECA claims. The following guidelines pertain to release of such information by parties other than OWCP:
(1) Medical Providers. Physicians providing medical services on OWCP authorization may release medical information to the claimant and his or her representative without OWCP approval, but they may not release such material to other parties, and they are not permitted to use such information for teaching purposes or to abstract it for publication without the specific approval of OWCP. If such release has occurred, the DMA should contact the physician and advise him or her that medical records pertaining to OWCP beneficiaries are privileged and confidential and may not be released to others without the specific approval of OWCP.
(2) Employing Agencies. The regulations state that all recor ds, statements, and reports made in connection with a claim for compensation are the official records of OWCP and are not records of the agency, establishment, or department making or having the care or use of such records. Information needed for the official purposes of any department, agency, or other establishment of the Government may be disclosed if the employing agency certifies that such information will be used exclusively for official purposes.
(3) Federal Facilities. Federal hospitals and clinics may release medical information relating to OWCP beneficiaries from their records to medical officers of other Federal establishments without OWCP approval when requested for assistance in job placement or follow-up medical services. They may also release clinical information without OWCP approval to physicians for their assistance in caring for the patient. In general, Federal medical facilities may release medical information consistent with their responsibilities to safeguard the privacy of employees and protect sensitive information.
Any correspondence concerning medical care and related subjects will be prepared for the signature of the DMA where the district office has a full-time DMA. If the office has only a WAE (when actually employed) physician, correspondence will be prepared for the signature of that physician. The WAE physician will sign the correspondence or may designate the MMA to sign it using the physician's name.

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Most cases that were denied by OWCP could be accepted again,  The only time it is extremely hard to get the decision overturned if the member miss the time line. 
  1. No Representative:  Employees attempt to navigate the OWCP process without benefit of a representative/ Coordinator  who has experience and can advocate on their behalf.  We recommend all injured federal workers if you having problems seek a representative to assist them in the process.
  2. Employee Uses Leave for an Occupational Illness or Injury:  A common problem is employee's who use their sick leave or annual leave instead of demanding Continuation of Pay (COP) and wage loss compensation.  Employees with an occupational injury (CA-1) are always entitled to COP and wage loss compensation after COP ends.  Employees with an occupational illness (CA-2) are not entitled to COP, but are entitled to wage loss compensation.
  3. Trusting Your Agency to File Appropriate Forms:  You must not assume your supervisor or agency representative understands the process, or rely on them to file the appropriate forms in a timely manner.  It is your responsibility to ensure the appropriate OWCP forms are filed timely.  Although your supervisor is supposed to provide you the appropriate forms, there is no penalty for failure on the agency's part to do so, and you may lose benefits if the forms are not timely.
  4. ALWAYS have the safety Manager sign the CA-1 or CA-2 and have him date it  and get a signed copy that he received it.    
  5. Failing to Timely Respond to Department of Labor Requests:  Many injured employees fail to respond to DOL requests for information and documentation.  Employees who do not respond in a timely manner risk temporary cessation of worker's compensation payments (medical and wage loss) as well as potential denial of their claim.  It is vitally important to respond as quickly as possible to a DOL request.
  6. Failure to Communicate with OWCP Representative:  Employees who do not keep in constant communication with their chosen claim examiner / representative may inadvertently miss a timeframe, submit the wrong documentation or otherwise jeopardize their claim.  It is extremely important to keep in constant touch with your representative and advise them of all correspondence  you receive from DOL or the Agency and any events that occur (i.e. changes or modifications in your job duties).

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Dear Local President, 
The CPL initiated a new icon on the CPL web site called ( Did you know) .  All OWCP information that I am sending will be posted there for your convenience.
OPM Disability Retirement is a benefit granted to BOP Employees who meet the criteria of "Disability". By "Disability", however, it does not mean that you must be completely physically incapacitated; rather, it means that you are no longer able to provide effective service in the essential elements of your job. As such, you do not need to be "totally disabled" in order to be eligible for Federal  disability Retirement under FERS or CSRS.
The OPM carefully reviews all applications for Federal Disability Retirement. It is a benefit which should be looked at as an entitlement. Consequently, any OPM Federal Employee intending to file for Disability Retirement should be very knowledgeable of the process or seek the advice and counsel of an experienced attorney,  As the agency will place many obstacles your way especially of they don't like you. 

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The majority of the OWCP cases that get denied due to the physicians not writting the requirement on his note.  The attached explanation should clarify some of the Confucians. 
Traumatic injury. Form CA-1 should describe clearly how the injury occurred using a supplemental statement, if necessary. A medical report that includes a history of how the injury occurred, findings, diagnosis, and an explanation of how your condition is related to the injury must be submitted with the claim.
Occupational disease or illness. Occupational diseases or illnesses are usually much more complex than traumatic injuries and require more extensive evidence. A narrative statement should be submitted by the injured worker along with a comprehensive narrative medical report. This is particularly important for emotional conditions. Your statement should describe specific work factors that you believe caused your medical condition. Specific details must be provided and the use of general terms should be avoided. For example, if you do a lot of lifting, describe the types of material lifted, weights, how often lifting is required, and the type of lifting. For emotional conditions, you must describe specific events, dates, those involved, and how the event(s) caused your condition. Vague and general statements are not acceptable.
Medical reports for occupational disease or illness claims must include a history, findings, a diagnosis, and an explanation of how specific work factors are related to the condition. For emotional conditions, the medical report should be from a psychiatrist or licensed psychologist (note: an MFCC is not considered a licensed psychologist under FECA). The report should be in narrative form and include a history, findings, a diagnosis, and explain how your condition is related to specific factors of your employment. It is insufficient for the treating physician to merely state that your condition is work related. The physician should provide a rationalized opinion on how your condition is related to specific factors of employment.

Your employing agency forwards claims to OWCP within 10 working days. Claims are received in OWCP, and claims data is entered into a computer. Claims are then routed to the Claims Sections for processing. Claims for traumatic injury are processed within 45 days, and claims for occupational disease or illness are processed within 180 days. Claims for occupational orthopedic injury are usually processed within 90 days. In order to process claims in a timely manner, it is important for injured workers to submit a detailed statement on how the injury occurred and a complet e medical report (see Evidence Needed for your Claim above).

If your claim is accepted, FECA provides a broad range of medical benefits and services needed to treat the accepted injury.
Initial choice of physicians. You have the right to choose your physician. If that physician refers you to a specialist, OWCP will honor that referral, as long as it is for the work-related condition. If you wish to change physicians, you must request approval from OWCP. Send a letter to OWCP stating your reasons for wanting this change, along with the name, address, and specialty of the physician to whom you wish to change. OWCP will not pay bills from physicians whom we have not approved, other than your first choice of physicians.
Chiropractic care. The FECA recognizes chiropractors as physicians only to the extent that their reimbursable services are limited to treatment consisting of manual manipulation of the spine to correct a subluxation as demonstrated by X-ray to exist, and the X-ray must be taken within a reasonable time after the injury.
Physical therapy. If your injury requires physical therapy, the request for authorization may be faxed to (800)215-4901. The physician's office can also call (866)335-8319. These numbers are toll free.
Surgery. OWCP must approve in advance any surgery other than=2 0emergency surgery (that is, a procedure which must be performed right away to preserve life or the function of an organ or body part).

If you suffered a traumatic injury, you are probably entitled to receive continuation of your regular pay (COP) for up to 45 calendar days. Your employing agency pays COP, and all usual deductions from your salary will be made. Form CA-1 must be filed within 30 days of the injury in order to be entitled to COP. If you suffered an occupational disease or illness, you are not entitled to receive COP. COP is for traumatic injury only.
Medical reports should include:
  • How the injury is related to your employment
  • The full diagnosis
  • The course of treatment
  • Any anticipated permanent disability
  • What percentage of permanent disability the doctor expects


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Contacting Your Federal Employees' Compensation District Office
OWCP has a toll-free automated system that provides information regarding specific claims. By calling 866-OWCP-IVR (866-692-7487), injured workers and their representatives may access information regarding case status and compensation payments. Injured workers should have their 9-digit20case file or claim number and social security number when calling.
The DFEC suggests that you first contact a district office to re solve issues related to case status and compensation payment, and ACS to resolve issues related to medical authorizations and bill payments. Problems may also be addressed to the District Directors for the Federal Employees' Compensation Program, and the Regional Directors for the Office of Workers' Compensation Programs. A list of these offices and their geographical jurisdictions is found below. The program is headed by the Director for Federal Employees' Compensation..

District Office 1--Boston (Connecticut, Maine, Massachusetts, New Hampshire, Rhode Island, and Vermont)

Alonzo Rodriquez, District Director 617-624-6600
U. S. Dept. of Labor, OWCP
JFK Federal Building,
Room E-260 Boston, MA 02203

District Office 2--New York (New Jersey, New York, Puerto Rico, and the Virgin Islands)

Zev Sapir, District Direc tor 646-264-3046
U. S. Dept. of Labor, OWCP
201 Varick Street, Room
740 New York, NY 10014
DFEC: 646-264-3000
World Trade Center cases: 646-264-3030
DFEC Fax: 646-264-3006
Longshore: 646-264-3010
Longshore Fax: 646-264-3002

District Office 3--Philadelphia (Delaware, Pennsylvania, and West Virginia; Maryland when the claimant’s residence has a zip code beginning 21***)

John Mckenna, District Director 215-861-5481
U. S. Dept. of Labor,
OWCP Curtis Center, Suite 715
East 170 S. Independence Mall West Philadelphia, PA 19106-3308
215-861-5481 or 5482

District Office 6--Jacksonville (Alabama, Florida, Georgia, Kentucky, Mississippi, No. Carolina, So. Carolina, and Tennessee)

Magdalena Fernandez, District Director (904) 357-4777
U. S. Dept. of Labor, OWCP
400 West Bay Street, Room 826
Jacksonville, FL 32202
904-357-4777 or 4778
904-357-4773 (Fax)

District Office 9--Cleveland (Indiana, Michigan, Ohio; All special claims and all20areas outside the U.S., its possessions, territories and trust territories)

Robert Sullivan, District Director 216-357-5390
U. S. Dept. of Labor, OWCP
1240 East Ninth Street, Room 851
Cleveland, OH 44199
216-357-5378 (Fax)

District Office 10--Chicago (Illinois, Minnesota, Wisconsin)

Joan Rosel, District Director 312-596-7157
U. S. Dept. of Labor, OWCP
230 South Dearborn Street, Eighth Floor
Chicago, IL 60604
312-596-7145 (Fax)

District Office 11--Kansas City (Iowa, Kansas, Missouri, and Nebraska; all employees of the Department of Labor, except Job Corps enrollees, and their relatives)

Lois Maxwell, District Director 816-502-0301
U. S.=2 0Dept. of Labor, OWCP
Two Pershing Square Building
2300 Main Street, Suite 1090
Kansas City, MO 64108-2416
816-502-0314 (General Fax)

District Office 12--Denver (Colorado, Montana, No. Dakota, So. Dakota, Utah, and Wyoming)

Shirley Bridge , District Director 720-264-3000
U. S. Dept. of Labor, OWCP
1999 Broadway, Suite 600
Denver, CO 80202
720-264-3124 (Fax)

District Office 13--San Francisco (Arizona, California, Hawaii, and Nevada)

Andy Tharp, District Director 415-625-7500
U. S. Dept. of Labor, OWCP
90 Seventh St., Suite 15300
San Francisco, CA 94103
or write to:
P.O. Box 193769
San Francisco, CA 94119-3769
415-625-7450 (Fax)

District Office 14--Seattle (Alaska, Idaho, Oregon, and Washington)

Marcus Tapia, District Director 206-398-8100
U. S. Dept. of Labor, OWCP
1111 Third Avenue, Suite
Seattle, WA 98101-3212
206-398-8151 (Fax)

District Office 16--Dallas (Arkansas, Louisiana, New Mexico, Oklahoma, and Texas)

Frances Memmolo, District Director 972-850-2300
U. S. Dept. of Labor, OWCP
525 South Griffin Street, Room 100
Dallas, TX 75202
972-850-2301 (Fax)

District Office 25--Washington, D. C. (District of Columbia, Virginia; Maryland when the claimant’s residence has a zip code beginning other than 21***)

Linda DeCarlo, District Director 202-513-6800
U. S. Dept. of Labor, OWCP
800 N. Capitol Street, N.W., Room 800
Washington, D.C. 20211
202-513-6800 (D.C., Maryland and Virginia)
202-513-6806 (Fax)

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