Sheriff's Policy Manual: Fitness for Duty

Podcast

Play an AI-generated podcast conversation about this lesson

Questions and Answers

Under what circumstances may BSO compel an employee to undergo a medical or psychological evaluation?

As part of an annual routine check-up

After a certain number of absences due to illness

If there is a reasonable basis to believe the employee cannot adequately perform their job duties (correct)

During the employee's probationary period

What is the purpose of the fitness programs developed by BSO?

To educate and assist employees in maintaining a satisfactory level of general fitness (correct)

To provide a competitive edge over other law enforcement agencies

To reduce costs associated with employee health insurance

To penalize employees for not meeting fitness standards

What is the outcome that BSO hopes to achieve by encouraging employees to maintain a satisfactory level of general health and fitness?

Boosting employee productivity

Reducing shortages caused by excessive illnesses or injuries (correct)

Reducing employee turnover rates

Increasing employee morale

Who selects the medical physician or psychotherapist for an employee's medical or psychological evaluation?

BSO Signup and view all the answers

What is the purpose of the procedures outlined in SPM 3.18?

To provide command-directed referrals for psychological exams and counseling Signup and view all the answers

How often does BSO typically require employees to undergo physical, hearing, vision, or psychological exams?

Only when there is a reasonable basis to believe an employee cannot adequately perform their job duties Signup and view all the answers

What happens to an employee if their conduct or use of force results in death or critical injury?

They will be placed on administrative assignment for a minimum of 72 hours Signup and view all the answers

Who decides whether an employee can continue their duty schedule after an incident?

The employee's supervisor Signup and view all the answers

What is the goal of the Early Intervention Program (EIP)?

To offer assistance to employees in a proactive manner Signup and view all the answers

How are employees identified for the Early Intervention Program (EIP)?

Through a combination of observation and statistical reports Signup and view all the answers

Who manages the Early Intervention Program (EIP)?

The Employee Assistance Program (EAP) Manager Signup and view all the answers

What is the purpose of debriefings?

To support employees after an incident Signup and view all the answers

What support services are provided by EAP?

Support services for employees, including on-going or follow-up treatment Signup and view all the answers

What happens to an employee who is not involved in a critical incident?

Their supervisor will decide whether they can continue their duty schedule Signup and view all the answers

Who is responsible for completing the Early Intervention Review form after a conference with the employee?

District/division captain Signup and view all the answers

What is the purpose of the conference with the employee?

To review intervention options and discuss the existence of incidents Signup and view all the answers

Who may request technical assistance from EAP?

Supervisors and department/bureau directors Signup and view all the answers

What type of training resources will EAP offer to employees?

A variety of resources including stress management, health management, and relaxation skills Signup and view all the answers

Who reviews and approves the alert notification?

The major Signup and view all the answers

What is the purpose of the Early Intervention Review form?

To document the conference and intervention options Signup and view all the answers

What happens to the alert notification after the conference with the employee?

It is uploaded to the electronic alert Signup and view all the answers

Who may be consulted for assistance during the conference with the employee?

The EAP manager or other applicable resources Signup and view all the answers

Who is responsible for providing Communications with an updated callout roster of CISD Team members?

CISD Team Coordinator Signup and view all the answers

What is the purpose of the debriefing and/or defusing process?

To provide emotional support to CISD Team members Signup and view all the answers

Who can initiate a debriefing under the CISD Team's procedures?

Any CISD Team member or employee Signup and view all the answers

What type of incident may trigger a CISD response?

Hostage situation Signup and view all the answers

How often do CISD Team members meet to discuss mutual issues and concerns?

Quarterly Signup and view all the answers

Who facilitates the quarterly CISD Team meeting?

CISD Team Coordinator Signup and view all the answers

What is the purpose of the CISD Team's quarterly meeting?

To discuss mutual issues and concerns, review CISD Team activities, and update training as needed Signup and view all the answers

What is the consequence for a CISD Team member who responds to a CISD callout during non-scheduled working hours?

They will be compensated as indicated in the applicable bargaining unit agreement Signup and view all the answers

Study Notes

Fitness for Duty

BSO does not require annual physical, hearing, vision, or psychological exams for employees.
However, if there is a reasonable basis to believe an employee cannot perform their job duties, BSO may compel the employee to undergo a medical or psychological evaluation.
The evaluation will be conducted by a medical physician or psychotherapist selected by BSO at BSO's expense.
Procedures for command-directed referrals related to psychological exams and counseling are found in SPM 3.18 (Employee Assistance Program).
BSO will develop fitness programs to educate and assist employees in maintaining a satisfactory level of general fitness.
Employees are encouraged to maintain a satisfactory level of general health and fitness to perform their work efficiently.
This is to reduce shortages caused by excessive illnesses or injuries.

Debriefings and Support Services

Debriefings are considered voluntary for purposes of privacy and confidentiality.
If an employee's conduct or use of force results in death or critical injury, they will be placed on administrative assignment for at least 72 hours.
In other cases, the employee's supervisor will decide on duty schedules or changes in status after consulting with the Employee Assistance Program (EAP).
EAP provides support services for the Hostage Negotiation Team.

Early Intervention Program (EIP)

The EIP aims to identify and assist employees showing behaviors or tendencies consistent with job-related stress.
The program is not a form of discipline and is managed by the EAP Manager.
Employees are identified through:
- Observation by first-line supervisors
- Statistical reports

Early Intervention Review Process

The district/division captain is responsible for having a conference with the employee and completing the Early Intervention Review form.
The form is uploaded to the electronic alert, and the captain forwards the alert notification to their applicable major, who reviews, approves, and returns it to Internal Affairs.
The EAP manager may be consulted for assistance during the conference.

Interventions

Examples of interventions include:
- Training
- Psychological services
- Other strategies developed with the EAP manager

Management Consultation

Supervisors and department/bureau directors can request technical assistance from EAP on:
- Personal management style and its psychological impact on employees
- Employee management problems
- Other problems related to their duties

Training

EAP offers training resources to employees on:
- Stress management education
- Health management
- Relaxation skills
- Weight reduction and lifestyle management
- Smoking cessation workshops
- Substance abuse awareness groups
- Health and wellness programs
- Anger management
- Riot, hostage situation, assault, and other critical incident response

CISD Team

The CISD Team Coordinator is responsible for providing an updated callout roster of CISD Team members.
CISD Team members should avoid direct involvement in the incident.
Team members will be compensated for responding to CISD callouts during non-scheduled working hours, unless they are classified as "Exempt" employees.
Debriefing and/or defusing are determined by the CISD Team Coordinator and on-scene commander.
CISD Team members can initiate a debriefing by contacting the CISD Team Coordinator.
Only CISD Team members involved in the critical incident will attend the debriefing and/or defusing.
The CISD Team meets quarterly to discuss mutual issues, review activities, and update training as needed.

Studying That Suits You

Use AI to generate personalized quizzes and flashcards to suit your learning preferences.

Description

Understand the policy on employee fitness for duty, including medical and psychological evaluations, in the Sheriff's office.