GENERAL ORDERS LINCOLN POLICE DEPARTMENT
SUBJECT: PERSONNEL
TITLE: FITNESS FOR DUTY
EFFECTIVE DATE: JUNE 1, 2025
REVISION DATE:
ACCREDITATION: ALABAMA ASSOCIATION OF CHIEFS OF POLICE (AACOP)
APPROVAL: CHIEF DARREN E. BRITTON
Embedded Files
FITNESS FOR DUTY
1016.1 PURPOSE AND SCOPE
Monitoring members’ fitness for duty is essential for the safety and welfare of the members of the Department and the community. The purpose of this policy is to ensure that all members of this department remain fit for duty and able to perform their job functions.
1016.2 POLICY
The Lincoln Police Department strives to provide a safe and productive work environment and ensure that all members of this department can safely and effectively perform the essential functions of their jobs. Under limited circumstances, the Department may require a professional evaluation of a member’s physical and/or mental capabilities to determine his/her ability to perform essential functions.
1016.3 MEMBER RESPONSIBILITIES
It is the responsibility of each member of this department to maintain physical stamina and psychological stability sufficient to safely and effectively perform the essential duties of his/her position.
During working hours, all members are required to be alert, attentive and capable of performing their assigned responsibilities.
Any member who feels unable to perform his/her duties shall promptly notify a supervisor. In the event that a member believes that another department member is unable to perform his/her duties, such observations and/or belief shall be promptly reported to a supervisor.
1016.4 SUPERVISOR RESPONSIBILITIES
All supervisors should be alert to any indication that a member may be unable to safely perform his/her duties due to an underlying physical or psychological impairment or condition.
Such indications may include:
(a) An abrupt and negative change in the member's normal behavior.
(b) A pattern of irrational conduct, hostility or oppositional behavior.
(c) Personal expressions of instability.
(d) Inappropriate use of alcohol or other substances, including prescribed medication. Reference for Supervisors: City of Lincoln Employee Handbook Drug-Free Workplace.
(e) A pattern of questionable judgment, impulsive behavior or the inability to manage emotions.
(f) Any other factor or combination of factors causing a supervisor to believe the member may be suffering from an impairment or condition requiring intervention.
Supervisors shall maintain the confidentiality of any information consistent with this policy.
1016.4.1 REPORTING
A supervisor observing a member, or receiving a report of a member, who is perceived to be unable to safely or effectively perform his/her duties shall promptly document all objective information and/or observations.
The supervisor should attempt to meet with the member to inquire about the conduct or behavior giving rise to the concerns.
If a meeting does not resolve the supervisor’s concerns or does not take place, the supervisor shall promptly document his/her observations and actions in a written report and inform the Watch Commander and the Chief of Police of his or her designee.
1016.4.2 DUTY STATUS
The Watch Commander in conjunction with the Chief of Police of his or her designee should make a preliminary determination regarding the member's duty status.
If a determination is made that the member can safely and effectively perform the essential functions of his/her job, the member should be returned to duty and arrangements made for appropriate follow-up.
If a preliminary determination is made that the member's conduct or behavior represents an inability to safely and effectively perform the essential functions of his/her job, the Watch Commander or Chief of Police of his or her designee should immediately relieve the member of duty pending further evaluation.
The Chief of Police shall be promptly notified in the event that any member is relieved of duty.
1016.5 FITNESS-FOR-DUTY EVALUATIONS
A fitness-for-duty evaluation may be ordered whenever circumstances reasonably indicate that a member is unfit for duty or following an officer-involved shooting or death-in-custody incident.
1016.5.1 PROCESS
The Chief of Police, in cooperation with Human Resources, may order the member to undergo a fitness-for-duty evaluation.
The examining practitioner will provide the Department with a report indicating whether the member is fit for duty. If the member is not fit for duty, the practitioner will include the existing restrictions or conditions in the report.
In order to facilitate the evaluation of any member, the Department will provide all appropriate documents and available information.
All reports and evaluations submitted by the examining practitioner shall be part of the member's confidential medical file.
Any member ordered to undergo a fitness-for-duty evaluation shall comply with the terms of the order and cooperate fully with the examining practitioner. Any failure to comply with such an order and any failure to cooperate with the practitioner may be deemed insubordination and shall subject the member to discipline, up to and including termination.
Determinations regarding the duty status of members who are found to be unfit for duty or fit for duty with limitations will be made in cooperation with Human Resources.
1016.6 LIMITATION ON HOURS WORKED
Absent special circumstances or emergency operations, members should not work more than:
18 hours in a one-day (24 hours) period
32 hours in any two-day (48 hours) period
96 hours in any seven-day (168 hours) period
Except in unusual circumstances, members should have a minimum of eight hours off between shifts. Supervisors should give consideration to reasonable rest periods and are authorized to deny overtime or relieve any member who has exceeded the above guidelines to off-duty status.
Limitations on the number of hours worked apply to shift changes, shift trades, rotation, holdover, training, general overtime, and any other work assignments. The guidelines listed above are best practices and there are no federal or state laws that mandate limitations on work hours in public safety.
1016.7 APPEALS
Employees disputing the application or interpretation of this policy may submit a grievance as provided in the Grievances Policy.
These policies and operating procedures are not designed to cover every possible scenario or situation in society, but rather to define standard operating procedures for members of the Lincoln Police Department. These guidelines are subject to past, present and future judicial review. These guidelines can be amended and or repealed by the Chief of Police as necessary. The policies and procedures herein provided supersede all previous policies and orders.
Page updated
Google Sites
Report abuse