7.4 Medical Duty Status
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Centreville Police Department Title: Medical Duty Status Directive #: 7.4 Issued: 10.1.2016 Revised: 7.12.2018 / Rev. #2 Approved by: Kenneth N. Rhodes Chief of Police A. Purpose To provide CPD employees with information on alternate duty statuses resulting from an injury or illness.
B. Policy CPD will ensure that employees are placed in the appropriate duty status based on their ability to perform essential job functions.
C. Definitions
FULL DUTY:
• duty status in which the employee is able to perform all required essential job functions of his position.
RESTRICTED DUTY:
• duty status in which the employee is not able to perform all of the essential job functions of his position
with or without accommodation.
NO DUTY:
• duty status in which the employee is not able to perform any of the essential job functions of his position
with or without accommodation; employee is out of the workplace.
D. Procedures
1. Background and Responsibilities
a. CPD employees are required to be physically and mentally capable of performing all essential job functions.
b. An employee who is subject to physical or mental impairment restricting his ability to perform essential job functions, may be relieved of full duty requirements.
c. The CPD will provide support to an ill or injured employee during this period of recovery and rehabilitation.
Page 1 of 2 d. The employee will make the best effort to continue to work when able. Should he be unable to work for a period of time, the employee is expected to return to work as soon as practical.
e. The CPD Physician determines the applicable duty status and restrictions based upon his assessment of the employee’s ability to perform the essential job functions.
f. The Chief is responsible for completing required documentation and ensuring that copies are provided to the employee and the original being placed in his auxiliary personnel file.
2. Restricted Duty or No-Duty Status
a. When placed on restricted or no-duty status, officers will surrender the following to their supervisor:
(1) CPD badge;
(2) MPCTC certification card; and
(3) CPD-issued firearms.
(4) CPD Vehicle
b. Employees on Restricted Duty Status:
(1) will not be permitted to carry a CPD-issued firearm;
(2) will not be placed in hazardous assignments (e.g., patrol duty);
(3) are prohibited from using CPD vehicles;
(4) may be required to report to the CPD Office and be assigned duties of a non-hazardous nature;
(5) work off-duty secondary or extra-duty overtime employment at the discretion of the Chief.
c. Procedures
(1) Employee’s will notify their supervisor as soon as practical upon suffering an illness or injury
preventing them from full duty status. The employee will forward an ‘Employee Sick Leave/Illness Report’ form, or other certificate of illness or disability, to their supervisor.
(2) Upon receipt of a certificate of illness or disability indicating an employee should only return to
work in a restricted duty status, the Chief will notify the Town Human Resources Dept. The Chief will make the appropriate determination as to the availability of restricted duty.
(3) An employee on restricted duty or no-duty status will submit an updated certificate of illness or
disability to the Chief anytime his duty status or duty restrictions are modified by their physician.
(4) Employee’s in no-duty status will comply with all requirements of the CPD sick leave policy.
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