Relief from Duty. A. A Department Head may, upon approval from the Human Resources Director, relieve an employee from duty with pay.
Relief from Duty. (a) When an employee detailed for the midnight shift is required to attend Court, the employee shall, when practicable, be granted the night off prior to attending Court. If attendance of such an employee is not required at the afternoon session, having already been granted 8 hours off, 2 hours will be deducted from the employee's accumulated overtime. When it has not been practicable to grant an employee time off prior to attending Court and the employee is required to attend morning and afternoon sessions, the employee shall notify his or her superior prior to 1700 hours when the employee will be allowed the same night off.
Relief from Duty. In aggravated circumstances, such as when an employee’s conduct immediately or directly threatens safety, the Chief of Police may immediately relieve the employee of duty with pay until the matter is resolved (or until placed on immediate suspension without pay pursuant to Board Resolution), pending further evaluation. In other cases, employees may be relieved from duty or reassigned as necessary for public safety or the efficient operation of the department, pending completion of an evaluation. Any readily accessible or department provided weapons or other department property may be seized by the supervisor and where appropriate, the employee ordered not to exercise peace officer or other official powers. Nothing in this policy is intended to prevent or limit a supervisor from taking any emergency action reasonably necessary to protect life or property. Any employee relieved of duty under this policy is subject to the same protections as set forth by the District’s disciplinary procedures and applicable law. Order for the Evaluation. The Chief or his designee may determine, in the exercise of his or her discretion and with or without additional investigation that a fitness for duty evaluation is or is not warranted. If an examination is warranted, it should be scheduled for the earliest opportunity. The employee should receive a written order for the evaluation. Such order should include a brief description of the reasons for the evaluation. It should also specify the date, time and place of the evaluation; the name of the psychologist and or medical doctor conducting the evaluation; a directive to cooperate with the psychologist’s and/or medical doctor’s and/or staff requests, and completely and honestly answer any questions posed by the psychologist medical doctor or staff; and notice that the evaluation is being conducted for use by the department. The notice shall also state that the evaluation is confidential between the employee and the evaluator to the extent required by the Confidentiality of Medical Information Act (Civil Code Section 56 et seq.), which allows the evaluator to release limited information to the department as specified below.
Relief from Duty. No member of the Association shall be relieved from duty without first being afforded a hearing as provided in Section 2113.14 except where it is necessary to immediately relieve the member from duty for the safety and welfare of the community, or to preserve the good order and discipline of the Department.
Relief from Duty. No employee shall be relieved from duty without first being afforded a hearing as provided in Section 2109.19 (Suspension or Disciplinary Action) except where it is necessary to immediately relieve the employee from duty for the safety and welfare of the community, or to preserve the good order of the Department. When a Command Officer is to be relieved of duty as a result of a disciplinary hearing, such action shall be taken at a private setting away from the Command Officer's work station by an appropriate Command Officer.
Relief from Duty. No member of the Bargaining Unit shall be relieved from duty without first being afforded a hearing as provided in Section 2125.20 except where it is necessary to immediately relieve the member from duty for the safety and welfare of the community, or to preserve the good order and discipline of the Department. If a member is unable to work prior to hearing, due to incarceration, loss of license or certification, the member will have the choice of using vacation time, comp time, or being taken off payroll. Uncompensated time will be credited toward any discipline given.
Relief from Duty. Relief from duty may be used in limited circumstances. An employee may be relieved of duty under the following circumstances.
Relief from Duty. No employee shall be relieved from duty without first being afforded the right to a hearing as provided in Section 2129.23 “Suspension or Disciplinary Action,” except where it is necessary to immediately relieve the employee from duty for the safety and welfare of the community, or to preserve the good order and discipline of the Department. When such a situation occurs, the employee shall be advised of his/her status within seven (7) calendar days. The Department shall notify the officer and the Association within the seven (7) calendar day period of the specific charges or reasons that have resulted in the officer's removal from duty without pay. The Association shall have the right to dispute the legitimacy of any charge used by the Department to support the removal from duty of any officer. An officer relieved from duty shall be reimbursed with full back pay in the event the officer is found innocent in the administrative process of the charges which resulted in the officer's relief from duty, except to the extent of any suspension imposed for other charges of which the employee is found guilty in the administrative process.
Relief from Duty. A member of the bargaining unit assigned to the annual training cruise may be relieved from such duty at the discretion of the President or the Master of the Ship as his designee.
Relief from Duty. In aggravated circumstances, such as when an unit member's conduct immediately or directly threatens safety, the Director of Law Enforcement or Director of Human Resources may immediately relieve the unit member of duty with pay until the matter is resolved (or until placed on immediate suspension without pay pursuant to Board Resolution), pending further evaluation. In other cases, unit members may be relieved from duty or reassigned as necessary for public safety or the efficient operation of the department, pending completion of an evaluation. Any readily accessible or department provided weapons or other department property may be seized by the supervisor and where appropriate, the unit member ordered not to exercise peace officer or other official powers. Nothing in this policy is intended to prevent or limit a supervisor from taking any emergency action reasonably necessary to protect life or property. Any unit member relieved of duty under this policy is subject to the same protections as set forth by the District's disciplinary procedures and applicable law. Order for the Evaluation. The Director of Law Enforcement or Director of Human Resources may determine, in the exercise of his or her discretion and with or without additional investigation that a fitness for duty evaluation is or is not warranted. If an examination is warranted, it should be scheduled for the earliest opportunity. The unit member should receive a written order for the evaluation. Such order should include a brief description of the reasons for the evaluation. It should also specify the date, time and place of the evaluation; the name of the psychologist and or medical doctor conducting the evaluation; a directive to cooperate with the requests of the psychologist, medical doctor and or staff, and completely and honestly answer any questions posed by the psychologist, medical doctor, or staff; and notice that the evaluation is being conducted for use by the department. The notice shall also state that the evaluation is confidential between the unit member and the evaluator to the extent required by the Confidentiality of Medical Information Act (Civil Code Section 56 et seq.), which allows the evaluator to release limited information to the department as specified below.
