# 20 CFR § 10.506: May the employer monitor the employee's medical care?

> Federal · Regulations · In force

URL: https://www.frixlaw.com/law-library/statutes/ecfr-20-10.506

## Section

- **Citation:** 20 CFR § 10.506
- **Heading:** May the employer monitor the employee's medical care?
- **Jurisdiction:** Federal
- **Kind:** Regulations
- **Status:** In force
- **Text as of:** September 22, 2026
- **Source:** Publisher's official text
- **Location:** Title 20—Employees' Benefits > CHAPTER I—OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR > SUBCHAPTER B—FEDERAL EMPLOYEES' COMPENSATION ACT > PART 10—CLAIMS FOR COMPENSATION UNDER THE FEDERAL EMPLOYEES' COMPENSATION ACT, AS AMENDED > Subpart F—Continuing Benefits > Return to Work—Employer's Responsibilities

## Text

The employer may monitor the employee's medical progress and duty status by obtaining periodic medical reports. Form CA-17 is usually adequate for this purpose. To aid in returning an injured employee to suitable employment, the employer may also contact the employee's physician in writing concerning the work limitations imposed by the effects of the injury and possible job assignments. (However, the employer shall not contact the physician by telephone or through personal visit.) When such contact is made, the employer shall send a copy of any such correspondence to OWCP and the employee, as well as a copy of the physician's response when received. The employer may also contact the employee at reasonable intervals to request periodic medical reports addressing his or her ability to return to work.

## Nearby sections

- [20 CFR § 10.500 § 10.500 What are the basic rules governing continuing receipt of compensation benefits and return to work?](https://www.frixlaw.com/law-library/statutes/ecfr-20-10.500.md)
- [20 CFR § 10.501 § 10.501 What medical evidence is necessary to support continuing receipt of compensation benefits?](https://www.frixlaw.com/law-library/statutes/ecfr-20-10.501.md)
- [20 CFR § 10.502 § 10.502 How does OWCP evaluate evidence in support of continuing receipt of compensation benefits?](https://www.frixlaw.com/law-library/statutes/ecfr-20-10.502.md)
- [20 CFR § 10.503 § 10.503 Under what circumstances may OWCP reduce or terminate compensation benefits?](https://www.frixlaw.com/law-library/statutes/ecfr-20-10.503.md)
- [20 CFR § 10.505 § 10.505 What actions must the employer take?](https://www.frixlaw.com/law-library/statutes/ecfr-20-10.505.md)
- [20 CFR § 10.506 § 10.506 May the employer monitor the employee's medical care?](https://www.frixlaw.com/law-library/statutes/ecfr-20-10.506.md)
- [20 CFR § 10.507 § 10.507 How should the employer make an offer of suitable work?](https://www.frixlaw.com/law-library/statutes/ecfr-20-10.507.md)
- [20 CFR § 10.508 § 10.508 May relocation expenses be paid for an employee who would need to move to accept an offer of reemployment?](https://www.frixlaw.com/law-library/statutes/ecfr-20-10.508.md)
- [20 CFR § 10.509 § 10.509 If an employee's light duty job is eliminated due to downsizing, what is the effect on compensation?](https://www.frixlaw.com/law-library/statutes/ecfr-20-10.509.md)
- [20 CFR § 10.510 § 10.510 When may a light duty job form the basis of a loss of wage-earning capacity determination?](https://www.frixlaw.com/law-library/statutes/ecfr-20-10.510.md)
- [20 CFR § 10.511 § 10.511 How may a loss of wage-earning capacity determination be modified?](https://www.frixlaw.com/law-library/statutes/ecfr-20-10.511.md)
- [20 CFR § 10.515 § 10.515 What actions must the employee take with respect to returning to work?](https://www.frixlaw.com/law-library/statutes/ecfr-20-10.515.md)
- [20 CFR § 10.516 § 10.516 How will an employee know if OWCP considers a job to be suitable?](https://www.frixlaw.com/law-library/statutes/ecfr-20-10.516.md)
- [20 CFR § 10.517 § 10.517 What are the penalties for refusing to accept a suitable job offer?](https://www.frixlaw.com/law-library/statutes/ecfr-20-10.517.md)

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Source: Frix Law Library, https://www.frixlaw.com/law-library/statutes/ecfr-20-10.506. Check the current official text before relying on it. Not legal advice.