What recommendations can the Duty Status Board make after a hearing?

The Duty Status Board's primary role is to assess an individual’s fitness for duty and make recommendations based on their findings. In the context of the options provided, the recommendation of “no duty, restricted duty, or suspension with pay” reflects the Board's responsibility to determine an appropriate course of action for personnel based on various factors such as their health, job performance, or conduct.

This option is correct because it encompasses a range of actions that are realistic and appropriate for various situations that may arise during a hearing. No duty could refer to situations where an officer may be unfit for work, while restricted duty allows for continued employment under modified conditions. Suspension with pay can be necessary in cases requiring investigation or evaluation without transferring undue hardship on the officer.

The other options do not accurately reflect the range of recommendations that the Duty Status Board is empowered to make. For instance, the ability to recommend fines or disciplinary measures is typically within the purview of different supervisory or disciplinary bodies, not the Duty Status Board itself. Similarly, the Board does not solely focus on recommending termination or granting permanent leave, as these actions are generally more final and not reflective of the interim assessments that the Board is designed to provide after a hearing.