Policy Text
Policy
1022San Luis Obispo Police Department
San Luis Obispo PD CA Policy Manual
Copyright Lexipol, LLC 2025/07/23, All Rights Reserved.
Published with permission by San Luis Obispo Police
DepartmentTemporary Modified-Duty Assignments - 1Temporary Modified-Duty Assignments
1022.1 PURPOSE AND SCOPE
This policy establishes procedures for providing temporary modified-duty assignments. This policy
is not intended to affect the rights or benefits of employees under federal or state law, City
rules, current memorandums of understanding, or collective bargaining agreements. For example,
nothing in this policy affects the obligation of the Department to engage in a good faith, interactive
process to consider reasonable accommodations for any employee with a temporary or permanent
disability or limitation that is protected under federal or state law.
1022.2 POLICY
Subject to operational considerations, the San Luis Obispo Police Department may identify
temporary modified-duty assignments for employees who have an injury or medical condition
resulting in temporary work limitations or restrictions. A temporary assignment allows the
employee to work, while providing the Department with a productive employee during the
temporary period.
1022.3 GENERAL CONSIDERATIONS
Priority consideration for temporary modified-duty assignments will be given to employees with
work-related injuries or illnesses that are temporary in nature. Employees having disabilities
covered under the Americans with Disabilities Act (ADA) or the California Fair Employment and
Housing Act (Government Code § 12940 et seq.) shall be treated equally, without regard to any
preference for a work-related injury.
No position in the San Luis Obispo Police Department shall be created or maintained as a
temporary modified-duty assignment.
Temporary modified-duty assignments are a management prerogative and not an employee
right. The availability of temporary modified-duty assignments will be determined on a case-by-
case basis, consistent with the operational needs of the Department. Temporary modified-duty
assignments are subject to continuous reassessment, with consideration given to operational
needs and the employee's ability to perform in a modified-duty assignment.
The Chief of Police or the authorized designee may restrict employees working in temporary
modified-duty assignments from wearing a uniform, displaying a badge, carrying a firearm,
operating an emergency vehicle or engaging in outside employment, or may otherwise limit them
in employing their peace officer powers.
Temporary modified-duty assignments shall generally not exceed a cumulative total of 1,040 hours
in any one-year period.
1022.4 PROCEDURE
Employees may request a temporary modified-duty assignment for short-term injuries or illnesses.
San Luis Obispo Police Department
San Luis Obispo PD CA Policy Manual
Temporary Modified-Duty Assignments
Copyright Lexipol, LLC 2025/07/23, All Rights Reserved.
Published with permission by San Luis Obispo Police
DepartmentTemporary Modified-Duty Assignments - 2Employees seeking a temporary modified-duty assignment should submit a written request to
their Division Chiefs or the authorized designees. The request should, as applicable, include a
certification from the treating medical professional containing:
(a)An assessment of the nature and probable duration of the illness or injury.
(b)The prognosis for recovery.
(c)The nature and scope of limitations and/or work restrictions.
(d)A statement regarding any required workplace accommodations, mobility aids or
medical devices.
(e)A statement that the employee can safely perform the duties of the temporary
modified-duty assignment.
The Division Chief will make a recommendation through the chain of command to the Chief
of Police regarding temporary modified-duty assignments that may be available based on the
needs of the Department and the limitations of the employee. The Chief of Police or the
authorized designee shall confer with the Department of Human Resources or the City Attorney
as appropriate.
Requests for a temporary modified-duty assignment of 20 hours or less per week may be approved
and facilitated by the Watch Commander or Division Chief, with notice to the Chief of Police.
1022.5 ACCOUNTABILITY
Written notification of assignments, work schedules and any restrictions should be provided
to employees assigned to temporary modified-duty assignments and their supervisors. Those
assignments and schedules may be adjusted to accommodate department operations and the
employee's medical appointments, as mutually agreed upon with the Division Chief.
1022.5.1 EMPLOYEE RESPONSIBILITIES
The responsibilities of employees assigned to temporary modified duty shall include, but not be
limited to:
(a)Communicating and coordinating any required medical and physical therapy
appointments in advance with their supervisors.
(b)Promptly notifying their supervisors of any change in restrictions or limitations after
each appointment with their treating medical professionals.
(c)Communicating a status update to their supervisors no less than once every 30 days
while assigned to temporary modified duty.
(d)Submitting a written status report to the Division Chief that contains a status update
and anticipated date of return to full-duty when a temporary modified-duty assignment
extends beyond 60 days.
San Luis Obispo Police Department
San Luis Obispo PD CA Policy Manual
Temporary Modified-Duty Assignments
Copyright Lexipol, LLC 2025/07/23, All Rights Reserved.
Published with permission by San Luis Obispo Police
DepartmentTemporary Modified-Duty Assignments - 31022.5.2 SUPERVISOR RESPONSIBILITIES
The employee’s immediate supervisor shall monitor and manage the work schedule of those
assigned to temporary modified duty.
The responsibilities of supervisors shall include, but not be limited to:
(a)Periodically apprising the Division Chief of the status and performance of employees
assigned to temporary modified duty.
(b)Notifying the Division Chief and ensuring that the required documentation facilitating
a return to full duty is received from the employee.
(c)Ensuring that employees returning to full duty have completed any required training