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ORANGE COUNTY SHERIFF'S OFFICE GENERAL ORDER Effective Date: February 20, 2024  Amends - GO 4.3.1 ( November 15, 2018 ) Number: 4.3.1 Distribution: All Personnel Review Month: June Reviewing Authority: HRD/Employee and Labor Relations Subject: Off-Duty Employment This order consists of the following: 1. Purpose 2. Policy 3. Definitions 4. Procedures 1. Purpose The purpose of this policy is to establish the parameters for off-duty employment so that the integrity of the Orange County Sheriff’s Office and reputation of the individual is protected. 2. Policy It is the policy of the agency to regulate off -duty employment to prevent conflicts of interest that may arise from the relation between off -duty employment and an employee’s responsibilities with the agen cy. Off -duty employment is a privilege, not a right. Off -duty employment comes secondary to the responsibilities and duties performed for the Sheriff. The Sheriff or designee may revoke, deny, or restrict off -duty employment if it is deemed to be in the b est interest of the agency. 3. Definitions A. Driving Services – employment involving the request for a sworn employee to provide driving services unrelated to personal protection duties because of their knowledge of the geographical area. Employees perform pi ck-up and drop -off responsibilities only. B. Employee – for the purposes of this policy, any full -time, part -time, or volunteer member of the agency whether sworn or non -sworn. C. Job Coordinator/Assistant Coordinator – an agency employee approved by the Personnel Services Unit to coordinate agency employees working a particular off - duty job. D. Long Term Job – any approved employment greater than a thirty -one day duration. Long -term jobs will be worked a minimum of one time per month to remain active, unles s authorized by the Employee and Labor Relations Manager due to mitigating circumstances. E. Off-Duty Employer – any person, government entity, or private business that hires an agency employee for any period of time to perform off -duty jobs. 4.3.1, Page 2 of 13 F. Off-Duty Emplo yment – employment that is conditioned on actual or potential use of real or implied law enforcement powers or involving jobs for which the deputy is hired as a result of their training, background, and/or affiliation as a sworn law enforcement officer. This includes traveling out of Orange County under the dignitary protection provisions. G. Off-Duty Services – an agency function assigned to the Personnel Services Unit of the Employee and Labor Relations Section within Human Resources, which is responsible for the overall administration of off -duty employment. H. Permit Number – a number issued and assigned to any approved off -duty employment. I. Personal Protection – employment involving the request for a sworn employee to provide personal protection or rel ated services, escorting, chauffeuring or driving services associated with performing personal protection duties. Services may be provided to individuals who are considered public figures, senior corporate executives, foreign nationals, celebrities, or go vernment officials not under the protection of the State Department, Secret Service, or FDLE. J. Secondary Employment – employment that does not require real or implied law enforcement service ( e.g., any teaching, lawn maintenance, security consulting, starting a business, etc.). K. Temporary Job – any approved employment lasting thirty -one days or less. 4. Procedures A. Role of the Employee and Labor Relations Manager (s) as it pertains to off -duty and secondary employment: 1. Assess all Off -Duty Services Applications and secondary employment requests. 2. Resolve disputes arising from off-duty employment and/or related policy, with the Human Resources Division Commander being the final arbitrator of conflict. 3. Refer all complaints arising from off-duty employment policy violations to the respective Section Commander. 4. Retain a uthority to remove and/or replace a Job Coordinator /Assistant Coordinator . 5. The Employee and Labor Relations Manager (s) are available after hours for emergency off-duty employment situations requir ing immediate approval. Emergency off-duty requests are not guaranteed to be filled. B. Off-Duty Employment Application and Approval Process 1. Off-duty e mployers desiring off-duty services must contact the Personnel Services Unit a nd complete an Off -Duty Services Application. Agency 4.3.1, Page 3 of 13 employees approached by potential off -duty employers shall refer them to the Personnel Services U nit. If the employee desires to be assigned as the job coordinator/ assistant coordinator , the potential em ployer should make the request known to the Personnel Services Unit on the Off -Duty Services Application. Employees engaged in off -duty employment shall be covered by the provisions of the agency’s Worker’s Compensation Plan or Liability Indemnification portion of the self -insurance program in accordance with applicable law. Off-duty employment worked or coordinated by the Employee and Labor Relations Manager (s) will be approved by the Human Resources Division Commander or designee. 2. If the off-duty employment opportunity is consistent with agency policy, the Personnel Services Unit shall prepare an Off -Duty Services Notification Form that will serve as the official approval document for any off -duty employment. Employment opportunities are not consi dered approved until a permit number has