Boca Raton Police Services Department Light Duty Assignment PDF

BOCA RATON POLICE SERVICES DEPARTMENT Departmental Standards Directive 12.900 LIGHT DUTY ASSIGNMENT Revised: October 31, 2018 I. PURPOSE: The purpose of this departmental standards directive is to establish procedures for Department employees who, through injury, disease, or pregnancy, are tempor...

BOCA RATON POLICE SERVICES DEPARTMENT Departmental Standards Directive 12.900 LIGHT DUTY ASSIGNMENT Revised: October 31, 2018 I. PURPOSE: The purpose of this departmental standards directive is to establish procedures for Department employees who, through injury, disease, or pregnancy, are temporarily incapacitated and unable to perform the functions that are required of them in their current assignment. II. POLICY: When an employee is temporarily incapacitated due to injury, disease, pregnancy, or psychological condition and a position is available, the chief may grant reassignment to the employee for a light duty position that allows the employee to work with certain restrictions. The provisions of the Agreement between the City of Boca Raton and the Fraternal Order of Police, Lodge 35 (CBA) will supersede this directive for bargaining unit members where any conflicts exist. III. DEFINITIONS: Disability: The limiting, loss, or absence of the capacity of an individual to meet personal, social, or occupational demands, or to meet statutory or regulatory requirements. Impairment: Any abnormality of, partial or complete loss of, or loss of the function of, a body part, organ, or system. Light Duty Assignment: A restricted duty job assignment that enables temporarily incapacitated employees to perform less demanding duties until they can resume their regularly assigned duties. Permanent Impairment: Any anatomic or functional abnormality or loss determined as a percentage of the body as a whole, existing after the date of maximum medical improvement, which results from the injury. (See FSS 440.02) IV. PROCEDURE: A. CRITERIA CONSIDERED FOR LIGHT DUTY ASSIGNMENT: 1. Proper medical documentation is presented indicating an employee is temporarily incapacitated resulting from injury, disease, pregnancy, or a psychological condition and unable to perform his/her regular assigned job function. Effective: January 1, 1997 Revised: October 31, 2018 Light Duty Assignment Directive No. 12.900 Page 1 of 6 B. 2. The employee is medically cleared to perform a light duty assignment. 3. A light duty assignment is available. NOTIFICATION: 1. LIGHT DUTY PROCESS AS A RESULT OF AN ON THE JOB INJURY, DISEASE, PSYCHOLOGICAL CONDITION, OR MANDATED EXAMINATION: a. The City’s contracted medical services provider determines that an employee should be placed on light duty status, describes specific restrictions for the employee in an Employee Return to Work Form and forwards the form to the City risk manager. b. The risk manager will advise the division commander of the employee’s light duty status by telephone and in writing. c. The division commander will place the employee on light duty status and assign job functions, if available, in accordance with the specific restrictions described by the City’s contracted medical services provider. d. The employee shall take appropriate action to alleviate the medical condition, e.g., obtain treatment from a health care provider, or undergo treatment for the condition. After successful treatment, a report and release from the employee’s health care provider will be delivered to the City’s contracted medical services provider, if different. e. The City’s contracted medical services provider will issue a statement releasing the employee to full duty. f. The City can mandate follow-up examinations with the City’s contracted medical services provider prior to release to full duty. g. The City risk manager will notify the employee's division commander by telephone and in writing of required follow-up examinations and provide a copy of a statement releasing the employee to full duty. 2. LIGHT DUTY PROCESS AS A RESULT OF AN OFF-DUTY INJURY, DISEASE, OR PSYCHOLOGICAL CONDITION: a. The employee is examined by his/her health care provider and submits a completed City Employee Return to Work Form recommending light duty status. b. The Employee Return to Work Form must include specific restrictions for the employee and a date that the employee can return to full duty or the date of a follow-up examination. Effective: January 1, 1997 Revised: October 31, 2018 Light Duty Assignment Directive No. 12.900 Page 2 of 6 c. The employee gives the Employee Return to Work Form to his/her supervisor, who is responsible for notifying the division commander of the action. d. The employee will submit a memorandum through the chain of command to the chief of police requesting a light duty assignment. e. The chief of police or his/her designee will notify the employee and his/her supervisor as to whether the request is granted or denied. If the request is not granted, the employee shall use the appropriate leave time. 3. PREGNANCY: a. If an employee becomes pregnant and can no longer perform the duties and responsibilities required in her current assignment, she will notify her immediate supervisor and provide the medical documentation required by this departmental standards directive along with any restrictions that might apply during a light duty assignment. b. It is the responsibility of the employee, with the advice of her physician, to determine how long she can continue working in her normal assignment. An employee is not required to request or accept a light duty assignment because of pregnancy and may request a light duty assignment at any time during her pregnancy. c. The employee will submit a memorandum through the chain of command to the chief of police requesting a light duty assignment. d. The chief of police or his/her designee will notify the employee and her supervisor as to whether the request is granted or denied. e. If the request is not granted, the employee shall use the appropriate leave time. C. JOB ASSIGNMENTS: 1. 2. Light duty tasks may include, but are not limited to, the following: a. Telephone report taking or writing b. Records filing and maintenance c. Data entry and/or computer operation d. Office administration Employee identification cards will be worn in accordance with Department policy. 3. An employee on a light duty assignment shall wear business attire that does not contain any writing, insignia or other indications that they are a law enforcement officer Effective: January 1, 1997 Revised: October 31, 2018 Light Duty Assignment Directive No. 12.900 Page 3 of 6 while on duty unless the light duty assignment being performed calls for other attire that is approved by the employee’s direct supervisor. 4. Light duty assignments shall typically be scheduled for hours on Monday through Friday, as determined by the division commander. Employees may be assigned to other schedules in order to meet the needs of the Department. D. REVIEW OF LIGHT DUTY ASSIGNMENT: 1. Employees shall report to their designated supervisor regarding their light duty assignment. 2. Employees are responsible for providing any necessary documentation to Risk Management, if requested. 3. In the event of a worker’s compensation injury, the employee is required to undergo any follow-up medical or psychological examinations as prescribed by the City’s contracted health care provider and provide reports, if requested. 4. The employee’s district commander shall be responsible for reviewing and approving any requests for modifications or extensions of light duty. E. RESTRICTIONS IMPOSED ON EMPLOYEES ON LIGHT DUTY STATUS: 1. Employees on light duty status are not permitted to do the following: a. Participate in field duties, including enforcement action. b. Operate a marked patrol unit or other Department vehicle unless authorized by their division commander or the chief of police. c. Have direct contact with suspects or detainees in the building, but may supervise detainees if the detainees are secured in cells. d. Engage in extra duty police employment related to the Department. e. Engage in dual employment assignments and/or secondary employment that could aggravate the employee's condition, except with the City’s contracted medical services provider approval. f. Wear Department uniforms or display any firearms, Department paraphernalia, or equipment with the exception of the City identification card. g. Perform tasks that may aggravate or prolong their condition. h. Work overtime performing duties inconsistent with the light duty assignment. Effective: January 1, 1997 Revised: October 31, 2018 Light Duty Assignment Directive No. 12.900 Page 4 of 6 i. Exercise in a City facility or while on-duty without the approval of employee’s division commander and health care provider. i. If an employee is granted permission to work out while on-duty, they shall only be permitted to utilize the Department’s exercise room or the 6500 Building gym. F. CANCELLATION OF LIGHT DUTY ASSIGNMENTS: 1. The chief of police or his/her designee may cancel light duty assignments if the employee is in violation of related directives. 2. When any employee is able to return to full duty, the employee shall have a City of Boca Raton Employee Return to Work Form completed by the employee’s health care provider and shall submit it to his/her supervisor. The employee’s supervisor is responsible for notifying the division commander of the employee’s return to full duty through the chain of command. 3. If the injury causing the LEO to be assigned to a light duty status is to the primary shooting hand, shoulder or arm, or any other area directly affecting the safe discharge of a firearm, then the LEO shall be required to qualify with his/her primary duty firearm, prior to his/her return to full duty. G. PERMANENT INABILITY TO PERFORM IN FULL DUTY: 1. If a City’s contracted medical services provider determines that the employee has reached maximum medical improvement, but has a permanent impairment, the provider will inform Risk Management, who will inform the employee’s division commander. 2. The health care provider will present medical certification documenting the employee’s condition, the fact that the employee has reached maximum medical improvement and specific restrictions. 3. If the employee is unable to perform essential job functions as outlined in the job description, the Human Resources Division will advise the employee of available options as follows: a. An alternate job placement in a classification in which the employee is able to perform essential job functions. b. The employee may elect to retire or resign. c. If neither option is selected, the employee will be terminated in accordance with City personnel rules and regulations and/or the CBA. Effective: January 1, 1997 Revised: October 31, 2018 Light Duty Assignment Directive No. 12.900 Page 5 of 6 4. If the employee chooses to apply for placement in an alternate job classification, the City will request that the contracted medical services provider review the essential job functions of the proposed position and certify that the employee is physically and/or psychologically able to perform the functions of the new position. Approved: Daniel C. Alexander Chief of Police Effective: January 1, 1997 Revised: October 31, 2018 Date: Light Duty Assignment Directive No. 12.900 Page 6 of 6