Muskogee Abatement

I was just scanning the May 6, 2008 Indoor Air Quality Survey for Muskogee.) It was mailed to the Union on May 13).

It calls for remediation of "suspect growth" (i.e., mold); removal of water damaged wall debris in air supply ducts area of HVAC Unit # 9, cleaning of that same unit's condensation coils and realign the outside sprinklers away from the building.

If so, please send me documentation to that effect and that the "suspect growth" was removed "utilizing appropriate procedures/industry guidelines established by the U.S. Environmental Protection Agency, 'Mold Remediation in School and Commercial Buildings'', the New York City Department of Health (NYCDH) 'Guidelines for Assessment and Remediation of Fungi in Indoor Environments', and the American Conference of Government Industrial hygienists' document, 'Bioaerosois: Assessment and Control'." (page 7 of attachment)

If the recommendations of the report have not been done, please consider this a formal request pursuant to Article 9, Section 4 of the AFGE - SSA National Agreement for an abatement plan.

The Article and Section requires that: "An abatement plan will be prepared if the abatement of an unsafe or unhealthy working condition will not be possible within 30 calendar days."

If not, please let me know when such a staff meeting will occur. The Union believes such a staff meeting is a formal discussion.

Will it be possible for SSA to have some one versed in OWCP matters to talk to the staff at the meeting about what would be necessary for any Muskogee employee to document and file for reimbursement of lost leave and medical expenses for "job-related illness" such as respiratory infections / worse-than-usual allergies resulting from the mold in the office?

Even if an employee had a pre-existing respiratory condition, that employee may be entitled to OWCP if that condition was aggravated by job-related conditions, such as this mold infestation. Please see, Article 34, Section 2.A. of the AFGE-SSA National Agreement states that "An employee with a job-related injury/illness (including conditions aggravated by job-related factors) may elect to be placed on sick or annual leave instead of leave without pay, pending approval or disapproval of his/her compensation claims."