Policy Text
POLICY
181.0LIGHT DUTY
REVISED: 11 /2011
REVISED: 5/2019RELATED POLICIES:
Reviewed and Revised by Chief David
Magnusson 5/2019
PURPOSE - the purpose of this policy is to provide guidelines for the temporary
transfer and light duty reassignment of employees if available, to sworn and civilian
personnel.
A.POLICY
It is the policy of the El Portal Police Department that temporary or light duty
reassignment if available will only be considered after proper notification in accordance
with Village and Department policies and procedures regarding the circumstances of the
employee being unable to perform their assigned job related duties.
B.ASSIGNMENTS
1.A light duty position will not be created to accommodate an employee and only
will be assigned if available. However, when these temporary light duty positions
are available, employees unable to perform their regular duties may be assigned to
these positions on a first come first serve basis, except as provided below.
2.Light duty assignments are not guaranteed and may be given when positions are
available. The employee shall contact the Chief of Police for review and
approval, the Chief of Police shall advise the employee in writing of his or her
assignment and any restrictions that may apply.
3.In all cases employees assigned to light duty are not permitted to work off duty
details. Overtime assignments shall be pre-approved by the Chief of Police or
his/her designee.
4.Employees placed on administrative duty shall be advised in writing of their
assignment and any restrictions that may apply.
C.DEFINITIONS
1.Light Duty Personnel: an employee, whether sworn or civilian, who is unable to
perform their job related duties in their regular assignments. To be considered for
a light duty position on a temporary basis, an employee must meet at least one of
the following criteria:
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a.The employee, whether sworn or civilian must be unable to fully perform
his or her duties in their regular assignment for a temporary period of
time due to an injury, either on or off the job.
b.Pregnancy
c.Departmental directed administrative assignment
d.Instances which an employee is physically or mentally unable to fully
perform his or her duties in their regular assignment
e.Any other instance, which has been approved by the employee’s chain of
command.
Once the criteria has been met and it is determined the employee can assist the
Department in a light duty capacity, the employee may request consideration for a Light
Duty reassignment. This request shall be forwarded via the chain of command to the
employee’s immediate supervisor. The appropriate documentation will be filled out by
the employee or their supervisor, forwarded via chain of command to the Chief of Police
or his/her designee as soon as possible after the date of the incident. Initial notification
may be done electronically, however the official hard copy forms must follow.
All documentation shall be submitted to the employee’s immediate supervisor for written
authorization via chain of command.
2.Temporary: a definite projected date of return to full duty capacity, which is less
than the majority of a pay period.
3.Transfer: An employee working in a capacity that is not their regularly assigned
job for the majority of a pay period, including but not limited to light duty
assignments.
D.PROCEDURES
1.The Chief of Police or his designee must be notified in writing and approve all
light duty assignments in excess of five working days. Light duty assignments in
excess of 90 days must be reassessed and approved by the Chief of Police or his
designee.
2.An employee whose disability is less than five working days will be assessed and
assigned by the Supervisor who will notify the Chief of Police of such
assignment.
3.When the projected date to return to full duty capacity is unknown, and there is a
need in the Department, the employee may be temporarily reassigned to a Light
Duty position for an undetermined amount of time, for the majority of a pay
period. In such cases, a transfer order is necessary. The guidelines for transfers
are set forth in Department Policy
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4.An employee shall complete the Light Duty Request Form and forward the
request through their chain of command.
5.Scheduling will be the responsibility of the employee’s Supervisor. The
Supervisor will determine fitness for the assignment and schedule days off and
shift. Attempts will be made to accommodate employees by keeping them on
their same shift and days off, although assignments will be at the discretion of the
coordinator and be based on Departmental need at that time.
6.If an employee is requesting light duty due to physical or mental reasons, he or
she must submit a written request from an attending physician documenting the
specific reason for the employee not being able to perform their regular duty
assignments. If an employee is placed on light duty due to an administrative
decision, his or her supervisor will fill out the appropriate documentation and the
employee’s Chief of Police or his/her designee will be notified for assignment
purposes.
a.Efforts will be made to assign employees to light duty assignments
according to the availability of a light duty position. All attempts