301290

ORANGE COUNTY SHERIFF'S OFFICE GENERAL ORDER Effective Date: February 20, 2024  Amends - GO 4.1.5 ( September 13, 2023 ) Number: 4.1.5 Distribution: All Personnel Review Month: February Reviewing Authority: HRD / Employee Services Subject: Disability Light Duty This order consists of the following: 1. Purpose 2. Policy 3. Definitions 4. Procedures 1. Purpose The purpose of this policy is to provide employees with equitable treatment and benefits consistent with the needs of the agency . 2. Policy It is the policy of the agency to adhere to legal requirements as it relates to employees who are injured or ill, o n or off the job, for light duty, or Workers' Compensation. 3. Definitions A. Disability - incapacity to perform the tasks usually encountered in one's employment resulting from physical and mental impairment. B. Functional Capacity - an examination of an employee’s ability to perform various activities and tasks in a structured setting. C. Light Duty - status of personnel who are incapacitated and unable to perform their regular assigned duties, but have been released by a physician to return to work under s tated limitations and restrictions D. Maximum Medical Improvement (MMI) - a status referring to the greatest extent of recovery from an injury, illness or disease, and further recovery is not anticipated based upon reasonable medical probability. 4. Proced ures A. Light Duty 1. A physician’s certification must be obtained when an employee is temporarily incapable of performing their regular duties. An employee must forward the physician’s statement, along with the Light Duty Request in Blue Team through the chain of command to the Human Resources Division Commander or designee . It is the resp onsibility of 4.1.5, Page 2 of 4 the disabled employee requesting light duty assignment to insure completion of the application . 2. Light duty assignments are temporary and granted at the sole discretion of the Sheriff who has designated the employees’ Division Commander or designee to assign employees to light duty positions 3. Consistent with applicable law, the Human Resources Division Commander or designee may require periodic exams of personnel on light duty to determine their medical status. A physician, designated by the agency, may be used for periodic exams. If at the end of a three (3) month period, an employee is still on l ight duty, they may be required by the Human Resources Division Commander or designee to submit to a medical evaluation paid by the agency. 4. In compliance with the Americans with Disabilities Act, the agency will make reasonable accommodations to the known physical or mental limitations of an otherwise qualified employee unless such accommodations impose an undue hardship on the operation of the Sheriff's Office. 5. Sworn personnel on light duty shall not work enforcement related off duty employment, wear their uniform, or drive an agency vehicle. Employees placed on light duty due to psychological, mental, or emotional concerns may be relieved of their credentials and weapon(s) by their supervisor until they are capable of returning to sworn status. Employees may be required to submit to medical examination(s) to determine ability to perform specific job related functions (i.e., Fitness for Duty Evaluations). Required examinations will be paid for by the agency. 6. Sworn personnel on light duty sh all conceal their firearm and badge in public. 7. All requests for absences such as regular leave, compensatory time, medical appointments, physical therapy, personal appointments, etc., will be coordinated by the supervisor to whom the light duty employee is assigned. 8. All leave or sick time requests will be submitted to the temporary supervisor 9. All paperwork, shift activity reports and statistics will be turned in to the designated supervisor before the end of the shift. Light duty personnel shall not leave the premises in possession of unfinished paperwork or reports. B. Medical Placement Process 4.1.5, Page 3 of 4 1. This process applies to current employees who because of a qualifying disability under ADA, a medical condition, or an impairment, are no longer able to perform the essential functions necessary for their job, with or without reasonable accommodation. 2. This process affords the employee the option of no more than, a ninety (90) day period, of filling a current vacancy for which the employee is qualified. a. If the employee does not choose a position within ninety (90) days, chooses to opt out of the proce ss, or the agency is unable to locate a suitable position for which the employee is qualified, the employee will be medically separated. b. Upon confirmation of eligibility for the process, the employee will be notified of an initial meeting with the Hum an Resources Division Commander or designee and a representative of the employee’s chain of command by HRD. 1. Prior to this meeting, any positions currently being recruited for are compared with the qualifications and medical limitations of the employee. These positions are presented at the meeting for consideration by the employee. 2. Should the employee choose a position, the division with the vacancy will be contacted The Unders heriff shall be notified. If a position has already been posted, the employee will be give n an opportunity to demonstrate they meet s the minimum qualifications a. Once selection is finalized , the employee will be assigned to the position. b.