60757317.pdf

\n\n--- Page 1 ---\n\nFORT MYERS POLICE DEPARTMENT GENERAL ORDER 2.7 TITLE: Light Duty Assignment INDEXING: Light Duty, Light Duty Assignment, Workers Compensation, Pregnancy ISSUED: 03/25/09 REVISED: 06/14/2019 RESCINDS: 10/24/2017 C.A.L.E.A. STANDARDS: N/A PAGES: 6 CONTENTS This general order contains the following numbered sections: I. Definitions IV. Cancellation of Light Duty Assignments II. Procedures V. Permanent Inability to Perform Duties III. Prohibitions PURPOSE The purpose of this order is to provide Department members with guidelines governing Light Duty Assignments. SCOPE These procedures shall apply to all Fort Myers Police Department personnel. POLICY When an employee is temporarily incapacitated and/or unable to perform the functions that are required of them in their current assignment it is the policy of the Department to grant reassignment to the employee for a light-duty position that allows the employee to work with certain restrictions. The provisions of an applicable collective bargaining agreement will supersede this directive for bargaining unit members where any conflicts exist. SECTION I: DEFINITIONS A. Light Duty Assignment – A restricted duty job assignment status that enables employees, who are temporarily incapacitated and/or unable to perform in a job assignment that involves less demanding duties than required by their regular assignments and provides a recuperation period for employees until they can resume their regularly assigned duties. SECTION II: PROCEDURES A. Criteria considered for transfer to light duty assignment: 1. Department members requesting a Light Duty Assignment shall provide a Light Duty Request Form to the Chief of Police through their chain of command. Proper medical documentation must be presented indicating that the employee is temporarily unable to perform his/her regular assigned job function. 2. Medical documentation must be presented that provides a detailed description of the work restrictions and expected recovery time or follow-up examination. G.O. 2.7 Light Duty Assignment 1 of 5 06/14/2019\n\n--- Page 2 ---\n\n3. A light duty assignment is available. 4. Proper medical documentation is presented indicating an employee is temporarily incapacitated due to pregnancy. 5. An employee with an on-the-job injury/medical condition, job-related psychological condition, or is pregnant will receive preference for a light duty assignment. There shall be no expectation by an employee to be granted a light duty assignment resulting from injury or other medical condition that is not job-related. B. Notifications: 1. Light duty process as a result of an on-the-job injury/medical condition or psychological condition: a. Employees who are unable to perform their regularly assigned duties as a result of an on-the-job injury or psychological condition and are able to perform a light duty assignment according to one of the City’s medical service providers shall complete a Light Duty Form. b. Employees who are examined by one of the City’s contracted medical service providers shall obtain medical documentation from the provider recommending light-duty status including a detailed description of work restrictions and expected date that the employee can return to full-duty status or date of a follow-up examination. c. The employee provides all medical documentation and a Light Duty Form to their Bureau Commander through his/her chain of command requesting a light duty assignment. d. The employee’s Bureau Commander will review and approve or deny the Light Duty Assignment Request and will forward the signed form to the Chief of Police through the chain-of-command for review. e. The Chief of Police or designee will notify the employee and his/her supervisor, in writing, as to whether the request is granted or denied. f. If approved, the Chief’s Office will send one copy of the Light Duty Form and all medical documentation to Risk Management and send another copy of the form to Human Resources. 2. Light duty process as a result of an off-duty (not related to work) injury/medical condition, psychological condition, or pregnancy: a. Requesting a light duty assignment is optional for employees who are injured or have a medical condition not related to work. Light Duty is also optional at any time during a pregnancy. b. In situations involving injuries/medical conditions not related to work, Light Duty Assignments may only be granted to full-time Department members that have satisfied their probationary period. Completion of an employee’s probationary period is not required in light duty requests involving pregnancy. G.O. 2.7 Light Duty Assignment 2 of 5 06/14/2019\n\n--- Page 3 ---\n\nc. The employee is examined by his/her health care provider and obtains medical documentation recommending light-duty status including a detailed description of work restrictions and expected date that the employee can return to full-duty status or the date of follow-up examination. d. The employee provides proper medical documentation to the Chief of Police. e. The employee provides a Light Duty Form to their Bureau Commander through his/her chain of command requesting a light duty assignment. f. The employee’s Bureau Commander will review and approve or deny the Light Duty Assignment Request and will forward the signed form to the Chief of Police through the chain-of-command for review. g. The Chief of Police or designee will notify the employee and his/her supervisor, in writing, as to whether the request is granted or denied. If the request is not granted the employee shall use the appropriate leave time. h. If approved, the Chief’s Office will send a copy of the Light Duty Form to Human Resources. C. Light-duty tasks may include, but are not limited to, the following: a. station officer/front desk duties b. records filing and maintenance c. computer entry and operation d. office administration e. telecommunicator f. other duties as needed within a specific unit/bureau D. The Chief of Police or designee shall decide the location, schedule, work hours, and duties of the Light Duty Assignment as well as the manner of dress; uniform or civilian clothing. E. The member operating in a Light Duty Assignment will be evaluated on a regular basis by their assigned supervisor and will be subject to removal if their performance and abilities do not fulfill the current need of the agency. F. Department members given a Light Duty Assignment will report directly to the appropriate Bureau Commander/supervisor in that Bureau or unit that they are temporarily assigned. SECTION III: PROHIBITIONS A. Department members granted a Light Duty Assignment shall refrain from becoming involved in situations that require the use of force or arrest powers, except under circumstances where they would have to use self-defense or to prevent serious or grave injury to others. B. The City’s contracted medical service provider may make a recommendation on whether an officer may or may not carry a firearm while on a light-duty status. The Chief of Police or designee has the final authority as to whether or not an officer may carry a firearm. The light-duty status does not suspend the member’s sworn law enforcement status. C. Members shall not drive police department vehicles while on Light Duty Assignment, unless authorized by the Chief of Police or their designee. Members on Light Duty Assignment shall be G.O. 2.7 Light Duty Assignment 3 of 5 06/14/2019\n\n--- Page 4 ---\n\nrequired to surrender their assigned take home vehicle for the duration of their Light Duty Assignment, unless otherwise directed by the Chief of Police or their designee. D. Members on Light Duty Assignment will not be allowed to work off duty details or overtime. The only exception to the overtime restriction is with prior written approval from the affected member’s Bureau Commander. E. Employees are not permitted to engage in dual employment assignments and/or secondary employment that could a