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ORANGE COUNTY SHERIFF'S OFFICE GENERAL ORDER Effective Date: September 13, 2023  NEW - GO 4.2.6 Number: 4.2.6 Distribution: All Personnel Review Month: June Reviewing Authority: HRD / Employee and Labor Relations Subject: Civilian Remote Work This order consists of the following: 1. Purpose 2. Policy 3. Definitions 4. Procedures 1. Purpose The purpose of this policy is to provide a Remote Work program to Orange County Sheriff’s Office civilian personnel . Some civilian personnel may not be eligible to participate in the program based on the work requirements of certain positions or an employee’s probationary status. Civilian personnel are not entitled to, or guaranteed the opportunity to work remotely. Opportunities to work remo tely is at the discretion of a Division Commander. A civilian personnel ’s participation in the program is strictly voluntary and should not be construed as an entitlement or benefit. The Sheriff reserves the right to terminate the civilian remote work program at any time. 2. Policy It is the policy of the agency to provide guidelines for civilian personnel who participate in a remote work schedule with the authorizati on of their Division Commander. Civilian personnel who are eligible to work remotely a re not required to do so and have the right to work their regularly scheduled shift. Mondays and Fridays will not be permitted remote work days. Employees participating in remote work shall work a five -eight work schedule. 3. Definitions A. Agency Worksite – Facility designated as an employee’s work location. B. Employee – for the purpose of this policy, any full -time or part -time civilian member of the agency. C. Five-Eight Work Schedule – a work schedule of five (5) consecutive eight (8) hour shifts in a workweek (Monday – Friday from 8:00 a.m. to 5:00 p.m.) totaling 40 hours in a standard work period. D. Four-Ten Work Schedule – a work schedule of four (4) consecutive ten (10) hour shifts in a work week totaling 40 hours in a standard work period. E. Probationary Employee – all employees who have not obtained career service status in their new positions, as defined under GO 4.4.1 . 4.2.6 Page 2 of 5 F. Remote Workspace – the employee’s designated worksite located in a place other than an agency facility (i.e., home office, etc.). G. Standard Work Period – for the purpose of this policy, a seven (7) day period. 4. Procedures A. Civilian personnel who are eligible for remote work may be permitted to work up to a maximum of two (2) days per week at the Division Commander’s discretion with considerations given to the following: 1. The need for employee coverage at agency facilities to manage the public’s expectation of in -person service. 2. The amount of work to be completed remotely given the employee’s particular responsibilities and assigned tasks. B. Divisions will use the eligibility guidelines listed in this policy to identify pos itions eligible for rem ote work: 1. Supervisors shall meet with identified civilian personnel to review this policy. 2. Civilian personnel who undergo a status change (e.g. transfer, promotion, or demotion) cannot transfer their remote work privileges to their new location. However, if an employee transitions to a new position that is also eligible for remote work; they must obtain permission from their new chain of command after meeting the eligibility requirements for the new position. C. Supervisors shall use the following guidelines when selecting civilian personnel who are eligible for remote work: 1. The employee must have completed all required training for their position, be off probation, and have successfully demonstrated competency in the essential functions of the position. 2. The employee shall have demonstrated to their chain of command they are capable of working productively in -person with supervision. 3. The tasks of the position can be accomplished without being at an agency facility for an agreed upon portion of the work schedule while maintaining the same work productivity and consistent delivery of services. 4. A Remote Worksi te Safety Checklist must be completed by the employee. The checklist must be reviewed and approved by the supervisor. All approvals must be completed prior to any remote work. D. Supervisors and their civilian personnel must review and agree to the following guidelines to verify productivity and other work related expectations are met: 1. Employee shall be accessible via phone, email, or other agreed upon methods of communication during established work hours. 2. Remote workdays and work hours will be cle arly identified with their supervisor. Remote workdays are not transferrable to another day (i.e. holidays, personal leave, or being called in to work on a scheduled remote 4.2.6 Page 3 of 5 workday). 3. Employee shall forward their office phone to their agency -issued or per sonal phone on the days working remotely. Periodically checking office phone voicemail will not be an acceptable substitute for this requirement. 4. Employee must maintain an up -to-date Outlook calendar with items accurately notated such as remote workdays, meetings, lunch time, break time, and paid time off. 5. Employees must not perform personal business or activities during designated remote work hours including but not limited to, childcare or care of others, making or supervising home repairs