County of Sonoma, California
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Leaves, TTrDs, and Accommodations

Medical Leaves

It is the intent of the County of Sonoma (County) to comply with federal and state laws and local regulations, rules and agreements that govern medical leaves of absence.

Temporary Transitional Duty (TTrD)

The purpose of the Temporary Transitional Duty Program is to provide early intervention for those injured or ill employees who are expected to return to full duty.

The objectives of the Temporary Transitional Duty Program are as follows:

  • Retain and support injured or ill employees.
  • Help employees transition back to their regular job duties.
  • Decrease costs associated with lost time from work.

This policy establishes the roles and responsibilities and defines the guidelines of the Temporary Transitional Duty Program.

Temporary Transitional Duty is distinguished from Permanent Accommodations in that the effects from the injury or illness are temporary, and are expected to result in a full recovery.

Where restrictions are permanent, departments should refer to and follow the County’s Disability Guidelines (see below).

Departments should also be mindful that there are other leave provisions that may need to be coordinated with this policy and should consult the appropriate County staff knowledgeable in those areas.

Disability and Reasonable Accommodation

The County has a Disability and Reasonable Accommodation Policy that is administered under the direction of Human Resources Department by the County’s Equal Employment Opportunity/American’s With Disabilities Act Program Coordinator (EEO Manager).

The County is committed to providing equal employment access to all qualified applicants and employees, and a workplace free of discrimination on the basis of medical condition, physical disability or mental disability.

Reasonable accommodation is any modification or adjustment to a job or the work environment that will enable a qualified applicant or employee with a disability to participate in the application process or to perform essential job functions.

Reasonable accommodation also includes adjustments to assure that a qualified individual with a disability has rights and privileges in employment equal to those of employees without disabilities.