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a. Occupational temporary, limited duty assignments will be reviewed on a case-by-case
basis with the City’s Human Resources Department per City Policy 1202 Occupational
Injury and Disease Policies, Procedures, and Guidelines.
b. The Newport News Police Department’s policy limits temporary, limited duty non-
occupational assignments to eight (8) months or less, without exception.
2. An employee placed in a temporary, limited duty assignment will report to the Support
Services Division commander or designee. The employee must present medical
documentation to the commander before placement in a temporary, limited duty
assignment. The Chief of Police will have the final decision to place employees in a
temporary, limited duty assignment.
3. If no temporary, limited duty assignments are available, or the employee, due to their
injury/disease, is not able to perform all the essential functions of the temporary, limited
duty assignment, the employee will be referred to the City Human Resources Department
per City Policy 1202 Occupational Injury and Disease Policies, Procedures and
Guidelines and City Policy 1201 Non-Occupational Disabilities Policies, Procedures and
Guidelines of the Personnel Administrative Manual.
4. The Police Department does not establish permanent or long-term temporary modified duty
assignments and reserves the right to terminate temporary modified assignments at any
time.
5. The Department may require periodic medical certification supporting the need for
temporary modified duty. The Department may authorize fitness for duty medical
evaluations to determine the appropriate assignment of employees.
6. While in a temporary, limited duty assignment, an employee will refrain from becoming
involved in law enforcement duties, including the execution of arrest warrants.
NOTE: This does not apply to the service of a summonsable warrant in cases where the
subject turns themselves in at Headquarters.
7. While assigned to a temporary, limited duty assignment, any reference to the employee’s
status as a sworn officer should be avoided. All sworn personnel performing limited duty
functions will be required to wear civilian clothes and not operate a City vehicle. Sworn
personnel in direct contact and/or in plain view of the public shall ensure that their weapon
and badge are concealed at all times.
D. Family Medical Leave Act
1. Employees shall request FMLA leave following all applicable City and department policies
as soon as the employee knows that leave will be needed (See also: City Personnel
Administrative Manual, Section 703 Family Medical Leave Act Policy (FMLA).
a. The employee’s supervisor will request the employee complete an FMLA Notification
Form (NNPD Form #259) located on the Department’s Common drive.
b. Once completed, the employee will e-mail the completed form to the Department’s
Financial Management Division and provide a copy to their supervisor.
c. Financial Management Division personnel will review the form, provide the employee
with instructions and track FMLA leave on any covered employee.
d. Intermittent leave, or reduced schedule leave, is defined in the City Personnel
Administrative Manual, section 703 Family Medical Leave Act Policy (FMLA).
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