Employees shall maintain compliance with the
minimum job requirements as outlined in the
class specifications, position descriptions,
and the city’s medical guidelines. Employees
who fail to meet the minimum requirements of
their positions may be transferred, demoted,
reallocated, or terminated.

LIMITED-DUTY ASSIGNMENT

An employee who temporarily does not meet
the minimum job requirements of his or her position may request for:

A. An appropriate leave; or

B. A limited-duty assignment as outlined
in Policy 3.44, LIMITED-DUTY ASSIGNMENTS.

ADMINISTRATIVE INVESTIGATION

A. An administrative investigation to assess
employment status shall be initiated by an employee’s
element commander or designee if:

1. The city’s designated physician determines
that the employee will not be able to meet his or
her minimum job requirements within 18 months;

2. The employee does not receive approval for a
limited-duty assignment; or

3. The employee’s limited-duty assignment expires.

B. The investigation shall include the following:

1. The name, position, and current assignment of the employee;

2. A detailed description of the reason(s) the employee
cannot meet the minimum requirements of the position;

3. A copy of the employee’s class specifications,
position description, and/or excerpts of the city’s
medical guidelines that are pertinent to the
disqualifying medical condition; and

4. Documentation that supports the assessment that
the employee is unable to meet the minimum job requirements.

C. The investigation shall be sent to the Human
Resources Division commander who shall review the report
and make a recommendation to the Chief of Police.

DISPOSITION

A. If termination is being recommended due to a
medical condition, see Policy 3.16, PHYSICAL EXAMINATION
AND MEDICAL DISQUALIFICATION.

B. If termination is being recommended due to a
nonmedical condition, the Chief of Police shall
determine the employee’s employment status.