§ 2.68. Employee return to work after an illness/injury

(a) If an employee in the sheriff's department is absent from work for more than three or more consecutive days due to an injury or illness, the employee is required to furnish a return to work statement from the treating physician prior to him/her returning to work. A bureau or division commander may require additional information, regardless of the length of sick time taken, provided the immediate supervisor has just grounds to believe the employee is not sick. [Taken from general orders]

(b) If a non-law enforcement employee in the sheriff's department has been absent from work for more than 45 calendar days due to an illness or injury, then the employee must receive medical clearance from the county's physician in the employee health center before the employee is allowed to return to work.

(c) Due to the physical requirements of law enforcement positions, if a law enforcement employee in the sheriff's department (deputies, detention service officers, etc.) has been absent from work for more than 30 calendar days due to an illness or injury, then the employee must receive medical clearance from the county's physician in the employee health center before the employee is allowed to return to work.

(d) All sheriff's department employees who are returning to work with restrictions (regardless of the number of days absent) must schedule their returns to work with the county's human resources/civil service department [phone] or [phone]. The following steps should be followed:

(1) Contact the human resources/civil service department to schedule a return to work appointment as soon as the employee receives a medical release to return to work from his/her medical provider; and

(2) Immediately forward or have forwarded the medical release form or TWCC-73 to the county's human resources/civil service department who will then ensure the county's physician has it prior to the employee's scheduled appointment or if restrictions are listed, the human resources/civil service department will coordinate all necessary actions with the county's physician and/or the bureau or division commander. The employee should also feel free to have his/her medical provider forward any applicable medical documentation to the county's physician in the employee health center and bring along all current prescriptions. Employees should also be able to inform the doctor of all current medications taken.

The county's physician will conduct a medical evaluation to determine the employee's fitness for duty—whether the employee is able to perform their essential job functions, with or without accommodations. If the assessment by the county's physician is:

(1) Satisfactory, the employee will be given a full return work release with no restrictions or with limited follow-up care by the county's or employee's physician(s); or

(2) Not satisfactory, the county's physician will work directly with the employee and his/her medical provider(s) to address medical issues in order to return the employee to work as soon as possible. The actions proposed by the county's physicians may include:

a. Return the employee to work after developing a follow-up plan between the employee/the county's physician and/or the employee's medical provider(s); or

b. Not return the employee to work, pending further immediate medical care if the county's physician deems the medical condition to be critical. A general description of critical is injury "life-threatening, to put in harms way" the employee, other employees, inmates, the county, the public, etc. The county's physician will work closely with the employee and his/her healthcare provider(s) to resolve the medical issue(s) as soon as possible in order to return the employee to work.

If an employee fails to comply with the provisions outlined in this policy, the employee will be subject to disciplinary action, up to and including termination.

If an employee is absent from work due to a family member's illness or injury, the employee should carefully review all personnel policies and procedures related to sick leave (section 82-362 of the Dallas County Code) and family and medical leave (section 82-601 of the Dallas County Code).

(Ord. No. 2008-839, 4-29-2008)