29659105.pdf

\n\n--- Page 1 ---\n\nSEMINOLE COUNTY SHERIFF'S OFFICE NUMBER: G - 24 GENERAL ORDER RESCINDS: SUBJECT: Conditions of Employment EFFECTIVE: November 14, 1994 REVISED: March 1, 2017 ACCREDITATION STANDARDS: 22.3.1, 22.3.2 Table of Contents: I. Purpose II. Scope III. Medical Examinations IV. Alcohol and Drug Screening V. Driver’s License I. PURPOSE: The purpose of this directive is to define certain occupational qualifications and other requirements or conditions of employment that affect Sheriff's Office personnel. II. SCOPE: This directive, while defining certain qualifications and requirements of employment, is not limiting said qualifications and requirements of employment to those described herein. Additional qualifications or requirements may be promulgated by the Sheriff at any time. III. MEDICAL EXAMINATIONS: A. The Sheriff's Office requires medical and/or psychological examinations to determine fitness and ability to adequately and safely perform the duties and responsibilities of the position for which an application has been submitted and conditional offer of employment has been made. 1. The costs of said examinations shall be borne by the Sheriff's Office. 2. A selected candidate who is determined by the Sheriff's designated physician not to be fit to perform the essential functions of the position, and for whom no reasonable accommodation can be made, shall not be appointed to that position. 3. Conditional offer medical examinations shall include alcohol and drug screening tests. B. A medical and/or psychological (re)examination of an employee may be required by the Sheriff in order to determine the employee's continued ability to adequately and safely perform the essential functions of his/her position. Any such required medical or psychological (re)examination will be provided at no cost to the employee. GENERAL ORDER Conditions of Employment GO # 24 PAGE 1 OF 3\n\n--- Page 2 ---\n\nC. Physical Wellness: 1. The functions of a law enforcement agency require a level of physical fitness not demanded by many other occupations. 2. Deputy Sheriffs and Detention Deputies are required to maintain their physical fitness. 3. Criteria for general health and physical fitness for employees shall be determined by the Sheriff's Office physician based on standards of fitness shown to be directly related to their positions. 4. Personnel should maintain a satisfactory level of health and physical fitness so that work can be performed efficiently and without personnel shortages caused by excessive, unscheduled leave. If employees display on-duty behavior which jeopardizes their employment or the mission of the Sheriff's Office, a Fitness for Duty Examination may be required. 5. To promote physical fitness and accommodate various working schedules, employees are provided access to fitness equipment at the Seminole County Employees’ Wellness Center. 6. The Employee Assistance Program is available at no cost for employees who desire confidential counseling in regard to physical wellness. IV. ALCOHOL AND DRUG SCREENING: A. The Sheriff requires conditional drug screening tests of all applicants selected for employment. 1. Drug screening tests for applicants shall be administered in accordance with procedures established by the Director of the Division, consistent with the rules and regulations promulgated by the Florida Department of Law Enforcement. 2. Positive results/confirmation of drug use by an applicant shall be cause for disqualification from employment consideration. Positive results/confirmation shall place the applicant in an ineligible status for a period of three years. 3. Marijuana use pursuant to the Florida Constitution and Florida Statute shall not be considered an exception to the Sheriff’s policies and position on maintaining a drug free workplace. B. The Sheriff may also require alcohol and/or drug screening tests if there is reasonable suspicion of alcohol and/or drug use by any employee. 1. When a supervisor has reasonable suspicion to believe that an employee is using or is under the influence of alcohol or drugs, he/she should immediately advise the appropriate Director. 2. If a reasonable suspicion exists the employee shall be transported and tested at a medical provider authorized by the Human Resources Division. 3. The affected employee will be relieved of duty pending the test results. 4. Confirmed test results may be cause for disciplinary action, up to and including termination. 5. All information obtained through an alcohol or drug screen test is considered to be of a medical nature and is exempt from public inspection and disclosure. GENERAL ORDER Conditions of Employment GO # 24 PAGE 2 OF 3\n\n--- Page 3 ---\n\n6. Employees will comply with all directions from a supervisor in regard to submitting to any such test. Refusal to comply will be grounds for disciplinary action up to and including termination. V. DRIVER'S LICENSE: A. When, to satisfy an essential job function a valid Florida driver's license is required according to the job description; it is Sheriff’s Office policy that an employee possess a valid license at the time of appointment, and maintain such license during his/her employment. B. When a license is not required as a condition of employment according to the job description, it is Sheriff’s Office policy that an employee possess a valid Florida license if and when it is necessary that the employee use Sheriff's Office vehicles and/or equipment, or use his/her own personal vehicle in the course of Sheriff's Office business. C. Any employee, who is required as a condition of employment, to possess and maintain a valid Florida license, must immediately inform his/her supervisor should his/her license become denied, expired, restricted, suspended or revoked at any time during his/her employment with the Sheriff's Office. Failure to so notify may result in disciplinary action, up to and including termination. D. Any restrictions placed on the driver by the Department of Highway Safety and Motor Vehicles must not impair the ability of the employee to perform his/her job. Any such restriction may be grounds for disqualification from employment or job assignment. GENERAL ORDER Conditions of Employment GO # 24 PAGE 3 OF 3