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ORANGE COUNTY SHERIFF'S OFFICE GENERAL ORDER Effective Date: June 9, 2023  Amends - GO 4.1.3 ( May 29, 2021 ) Number: 4.1.3 Distribution: All Personnel Review Month: October Reviewing Authority: HRD / Employee Services Subject: Sick Leave And Sick Leave Alternatives This order consists of the following: 1. Purpose 2. Policy 3. Definitions 4. Procedures 1. Purpose The agency recognizes that personnel may become ill and be unable to perform their assigned function. The purpose of this policy is to provide compensation within reason during such times and allow financial stability. 2. Policy It is the policy of the Sheriff to grant sick leave to all full -time employees, unless specifically indicated otherwise. 3. Definit ions A. Honorable Separation –the employee is listed as eligible for rehire/neutral on the separation status form completed by Human Resources. B. Immediate Family - parent, spouse, children (regardless of residence), or other relative who resides in the employee ’s household. C. Preferential Recall - an employee who has exhausted all leave and all alternatives to leave resulting in termination from the agency, who may be given preference when submitting an employment application for re -employment . D. Secondary Employment – any form of employment of a non -enforcement related nature other than with the Orange County Sheriff’s Office. 4. Procedures A. Sick leave is accrued by all personnel at 3.69 hours bi -weekly. This accrued time is carried over from year to year and may be used in accordance with procedures contained in this General Order. B. Sick leave will be authorized for an employee who : 1. Informs their supervisor they are unable to report to work due to illness or injury, sick leave must be used. 2. Has exhausted all sick leave and it is determined the employee does not 4.1.3, Page 2 of 6 have a history of sick leave abuse, the use of other leave may be authori zed by the Division Commander. 3. Personal incapacitation by reason of illness, injury, pregnancy, or related childbirth recuperation. 4. In the event a parent wishes to be home with a “well” child, the parent may take up to twelve (12) weeks sick leav e during the first twelve (12) months after the birth, adoption or foster care placement of the child. This time would run concurrent with FMLA and any other eligible leave under this policy. 5. In the case where both parents are employees, each shall re ceive no more than twelve (12) total weeks of leave per member. This time shall be taken in increments of no less than four (4) consecutive weeks and must run concurrent with FMLA and any other eligible leave. 6. Care and attendance of an immediate family member afflicted with an illness or injury. 7. Medical/dental/optical appointments. C. Appropriate Notification of Absence 1. In the event of an illness/injury, all personnel must notify their immediate supervisor or an individual in their chain of command of their intended absence. If incapacitated, a designated representative may accomplish the notification. The notification will be made as soon as possible, before the scheduled work shift and every day thereafter. If under a physician's care and the physician requires extended leave, the individual may not be required to contact the supervisor daily but should keep the super visor regularly advised of their status. This decision will be made by the supervisor/manager. 2. Individuals who do not inform the appropriate person of an illness or injury in accordance with the provisions of this policy and are absent for three (3) or more consecutive work days will be terminated. These individuals shall be removed from the agency's payroll and will be considered to have terminated their employment without giving adequate notice unless exigent circumstances exist. D. Prohibited Use of Sick Leave 1. Sick leave cannot be used in lieu of light duty. If a physician indicates the individual can work in a light duty assignment or with restrictions and limitations and the agency has appropriate work available, the individual may be temporar ily reassigned until able to return to full duty. E. Medical Evidence/Documentation of Illness/Injury 1. Supervisors may at any time require personnel to present medical evidence from a physician attesting to the physical or mental inability of said 4.1.3, Page 3 of 6 perso nnel to perform regularly assigned duties. 2. Supervisors may require personnel to present medical evidence from a physician attesting to the individual's physical or mental fitness and their ability to continue employment. 3. Employees absent from work due to illness or injury for three (3) or more consecutive workdays may be required to contact the Human Resources Division for an appointment with an approved agency physician, prior to returning to work. Approval may be required from the agency physicia n before returning to duty. If the employee was being treated by a personal physician, the personal physician’s note may suffice. F. Alternative Use of Leave Employees temporarily physically or mentally incapable of continued duty have an alternative leave option offered by the Sheriff. For example, individuals can have twenty -four (24) hours off with pay and sixteen (16) hours without pay or any combination thereof , as long as