4-14: Fitness for Duty – Policy

Policy Overview


Santa Fe Community College is committed to providing a safe campus for its students, employees, and visitors. In support of this commitment, the College strives to maintain a safe work environment for all employees.

Scope and Applicability


This policy applies to all employees of the College, regardless of classification or full or part-time status.

Policy Statement


Employees are expected to be fit for duty while in active work status and capable of performing their jobs alertly and safely.

Definitions


  1. Fitness for Duty

    Employees are fully able to work their positions whenever they are in active work status. They must be able to complete their job tasks safely and alertly.

Policy Process


Employee Responsibilities

College employees are responsible for ensuring that they are capable of performing their job duties safely and effectively.

An employee who is ill or injured should report any illness or injury which impacts performance of work to their supervisor and to make arrangements for sick leave or work adjustments. The employee need not disclose the underlying nature of the illness or injury, but must be prepared to discuss possible adjustments to affected job duties or to explain the probable duration of sick leave so that the supervisor can coordinate appropriate adjustments.

If the employee is unable to work for medical reasons, he/she may apply for Family Medical Leave (Policy 4-15).

Supervisor Responsibilities

  1. If a supervisor observes an employee who appears unfit to perform their assigned responsibilities, the supervisor must take appropriate steps to ensure that the safety of the employee and of others in the workplace is not jeopardized. This may include addressing the concern directly with the employee,  and coordinating with the Office of Human Resources if removing the employee from the workplace is required. The College has the right to require medical certification as a condition for continuing or returning to the job assignment.
  2. When feasible, the supervisor is also responsible for coordinating reasonable modifications to the employee’s job assignments to enable the employee to perform their work pending resolution of the medical concern. Any workplace accommodation must be approved by the Office of Human Resources.

Medical Verification

  1. If a supervisor observes a pattern indicating possible abuse of sick leave, the supervisor may direct the employee to provide verification from a licensed healthcare provider that the sick leave is appropriate and justified.
  2. If an employee has been removed from the workplace as a result of fitness-for-duty concerns, the College will require the employee to provide medical verification that he or she is fit to return to work before approving a return to work status. The supervisor shall work with the Office of Human Resources in such cases.

Abuse Of Sick Leave

An employee who is found to have claimed sick leave without appropriate medical justification may be subject to Corrective Action or Disciplinary Action (see policy 4-2 Employee Corrective Action and Disciplinary Action), up to and including termination.

Statement of Accountability and Responsibility


The President, through the Executive Director for Human Resources and the Office of Human Resources (OHR), shall be responsible for enforcing Human Resources procedures and policies. OHR shall work with the different departments and offices to comply with this policy and develop procedures that will enforce this policy regarding awareness, prevention, and remediation.

Authority

BJM/BJM

Approved by the Governing Board: 09-28-06

Revised and SFCC Governing Board Approved: 1/20/15