WAYNE COUNTY SHERIFF’S OFFICE
GENERAL ORDER / POLICY

I. PURPOSE

The purpose of this policy is to establish uniform standards and procedures governing remote work arrangements for eligible civilian and administrative employees of the Wayne County Sheriff’s Office (“WCSO”).
Remote work may provide operational flexibility, improve employee productivity and retention, and assist the Sheriff’s Office in effectively utilizing its workforce. However, remote work is a discretionary work arrangement and is not an entitlement or condition of employment.
Nothing in this policy shall be construed to require the Sheriff’s Office to approve or continue a remote work arrangement when doing so is inconsistent with operational needs, staffing requirements, security considerations, employee performance, or other legitimate business considerations.
II. POLICY
It is the policy of the Wayne County Sheriff’s Office to permit limited remote work for eligible civilian and administrative employees when the employee’s position, work responsibilities, performance, and the operational needs of the Sheriff’s Office support such an arrangement.
Remote work shall be administered consistently with applicable law, County policies, collective bargaining agreements, and Sheriff’s Office policies and procedures.
The Sheriff or the Sheriff’s designee retains final authority regarding the approval, modification, suspension, or termination of remote work arrangements.
III. SCOPE
This policy applies only to eligible civilian and administrative employees of the Wayne County Sheriff’s Office whose assigned duties can be effectively performed remotely.
This policy does not apply to:

• Sworn law-enforcement personnel;
• Corrections officers;
• Dispatch personnel
• Employees whose duties require regular physical presence at a Sheriff’s Office facility
• Employees whose duties require access to secure facilities, specialized equipment, physical records, evidence, inmate areas, or other resources that cannot reasonably be accessed remotely; or
• Any other position designated as ineligible by the Sheriff or Sheriff’s designee.

Nothing in this policy limits or alters an employee’s rights under applicable federal or state law concerning reasonable accommodation, protected leave, or other legally protected employment rights.

IV. DEFINITIONS
A. Remote Work — An approved work arrangement under which an employee performs assigned duties from an approved location other than the employee’s regularly assigned Sheriff’s Office workplace.
B. Hybrid Work — An approved work arrangement under which an employee performs work both at the Sheriff’s Office and from an approved remote work location according to an established schedule.
C. Approved Remote Work Location — The specific location approved by the Sheriff’s Office from which an employee may perform remote work.
D. Remote Work Agreement — A written agreement establishing the terms and conditions applicable to an employee’s approved remote work arrangement.

V. GENERAL REQUIREMENTS

1. Remote work is a management-authorized work arrangement and is not an employee right or entitlement.
2. Eligibility for remote work shall be determined based upon the requirements of the position and the operational needs of the Sheriff’s Office.
3. The fact that a position is determined to be eligible for remote work does not guarantee that the employee occupying the position will be approved for remote work.
4. Participation may be approved, denied, modified, suspended, or terminated at the discretion of the Sheriff or Sheriff’s designee.
5. Remote work shall not adversely affect:
   • Public service;
   • Division staffing;
   • Employee supervision;
   • Productivity;
   • Confidentiality;
   • Information security;
   • CJIS compliance;
   • Records management; or
   • The ability of the Sheriff’s Office to conduct its operations.
6. Employees working remotely remain subject to all Sheriff’s Office policies, County policies, applicable collective bargaining agreements, work rules, performance standards, and supervisory directives.

VI. POSITION ELIGIBILITY
A position may be considered for remote work when the essential functions of the position can be effectively performed away from the employee’s regular work location.
Factors that may be considered include:

• The nature of the employee’s duties
• The need for face-to-face interaction with the public or other employees
• The need to access physical records or equipment;
• Access to confidential or restricted information
• CJIS requirements
• Information-security considerations
• Public-service requirements
• Supervisory requirements
• Availability of appropriate technology
• The employee’s ability to perform duties independently; and
• The operational needs of the employee’s division.
  The Sheriff or Sheriff’s designee may designate particular positions, classifications, divisions, or duties as ineligible for remote work.

VII. EMPLOYEE ELIGIBILITY
In addition to position eligibility, the employee must demonstrate that remote work can be successfully performed without adversely affecting the operations of the Sheriff’s Office.
Factors that may be considered include:

• Overall job performance
• Attendance and punctuality
• Ability to meet deadlines
• Ability to work independently
• Compliance with Sheriff’s Office policies
• Disciplinary history
• Ability to maintain confidentiality
• Ability to maintain reliable communication
• Productivity; and
• The operational needs of the employee’s division.

An employee’s participation may be denied or discontinued when performance, attendance, conduct, security concerns, or other circumstances indicate that remote work is no longer appropriate.

VIII. AUTHORIZED REMOTE WORK DAYS

A. Monday and Friday Limitation
The only days on which regularly scheduled remote work may be authorized under this policy are Monday and Friday.

An eligible employee may be approved to work remotely:
• Monday;
• Friday; or
• Both Monday and Friday,
subject to the employee’s position, division staffing requirements, work responsibilities, performance, and supervisory approval.

B. No Tuesday–Thursday Remote Work
Regularly scheduled remote work shall not be authorized on Tuesdays, Wednesdays, or Thursdays.

C. No Entitlement to a Remote Day
The availability of Monday or Friday as an authorized remote-work day does not create an entitlement to work remotely on either day.

Supervisors retain discretion to require an employee to work at the Sheriff’s Office on a Monday or Friday when operational circumstances require the employee’s physical presence.

D. No Substitute Remote Day
If an employee is required to report to the Sheriff’s Office on a normally scheduled remote-work day, the employee shall not be entitled to substitute another day as a remote-work day.

For example, an employee normally approved to work remotely on Friday may be required to report to the Sheriff’s Office on Friday because of a meeting, training, staffing requirement, public-service need, or other operational circumstance. The employee shall not automatically receive Thursday or another day as a substitute remote-work day.

E. Maximum Remote Work
Unless otherwise authorized by the Sheriff or Sheriff’s designee, an employee shall not work remotely more than two days per week.

IX. REMOTE WORK SCHEDULE
Remote work shall generally be established through a predictable schedule approved by the employee’s supervisor.
Employees participating in a hybrid arrangement shall generally perform the remainder of their regular workweek at their assigned Sheriff’s Office workplace.
The Sheriff’s Office may modify an employee’s remote work schedule based upon:

• Staffing requirements
• Operational needs
• Meetings
• Training
• Court obligations
• Public-service requirements
• Special assignments
• Employee performance
• Security concerns; or
• Other legitimate business considerations.

Employees may not independently change their approved remote-work schedule.

X. REMOTE WORK AGREEMENT
Prior to beginning a remote-work arrangement, an employee shall complete and sign a Remote Work Agreement approved by the employee’s supervisor and the Sheriff’s Office or designated authority.

The agreement shall identify, as applicable:

1. The employee’s approved remote-work location;
2. Authorized remote-work days are on Mondays and Fridays unless given permission for special circumstances from your department Director or the Chief of Staff.
3. The employee’s regular work schedule;
4. Required in-office days;
5. Equipment provided by the Sheriff’s Office;
6. Security requirements;
7. Confidentiality obligations;
8. Performance expectations;
9. Communication requirements;
10. Procedures for reporting technology problems;
11. Procedures for reporting work-related injuries;
12. Circumstances under which the employee may be required to report to the workplace; and
13. Conditions under which the remote-work arrangement may be modified or terminated.
The Remote Work Agreement may be reviewed periodically and may be modified as operational circumstances require.

XI. WORK HOURS AND AVAILABILITY
Employees working remotely shall work the same scheduled hours required of similarly situated employees working at the Sheriff’s Office.
During scheduled work hours, employees shall:

1. Remain available by telephone, email, Microsoft Teams, or other approved communication systems;
2. Respond to supervisors and coworkers within a reasonable period;
3. Attend scheduled meetings and appointments;
4. Complete assigned duties and work products;
5. Meet established deadlines;
6. Accurately record hours worked when required; and
7. Obtain advance approval for overtime or work outside the employee’s regular schedule.

Remote work shall not be used as a substitute for approved vacation, sick leave, personal leave, or other authorized leave.

XII. PERFORMANCE AND PRODUCTIVITY
Employees working remotely shall be held to the same performance, productivity, work-quality, attendance, and conduct standards applicable to employees working at the Sheriff’s Office.
Supervisors may establish specific assignments, deadlines, deliverables, performance measures, and communication requirements.
Participation in remote work does not alter the employee’s job classification, essential duties, compensation, benefits, work schedule, or employment status.

XIII. SUPERVISORY RESPONSIBILITY
Supervisors shall ensure that remote-work arrangements:
1. Meet operational requirements;
2. Maintain appropriate staffing levels;
3. Provide adequate public service;
4. Maintain appropriate employee supervision;
5. Protect confidential and restricted information;
6. Comply with applicable policies and collective bargaining agreements; and
7. Maintain appropriate employee productivity and accountability.

Supervisors should periodically review remote-work arrangements and may recommend modification, suspension, or termination when circumstances warrant.

XIV. CONFIDENTIALITY
Employees shall protect all confidential, sensitive, privileged, personal, investigative, personnel, inmate, criminal-history, CJIS, and other restricted information accessed, created, received, or maintained while working remotely.
Employees shall not:

• Permit unauthorized persons to view confidential information
• Leave confidential documents unsecured
• Use personal email accounts for Sheriff’s Office business
• Store Sheriff’s Office records on unauthorized personal devices or cloud-storage services
• Print confidential information at unauthorized locations; or
• Discuss confidential Sheriff’s Office matters where unauthorized persons may overhear the conversation.

Employees shall immediately report any suspected loss, theft, unauthorized disclosure, cybersecurity incident, or unauthorized access involving Sheriff’s Office information.

XV. CJIS AND INFORMATION SECURITY
Employees who access Criminal Justice Information Services (“CJIS”) information or other restricted law-enforcement systems while working remotely shall comply with all applicable CJIS requirements and Sheriff’s Office information-security policies.
Remote access to CJIS or other restricted systems shall occur only through Sheriff’s Office-approved devices, systems, networks, applications, and security protocols.
The Sheriff’s Office may prohibit remote access to specific systems or categories of information when adequate security cannot be maintained.
Nothing in this policy authorizes an employee to access information remotely that the employee is not otherwise authorized to access.

XVI. EQUIPMENT AND TECHNOLOGY
The Sheriff’s Office may provide equipment necessary for an approved remote-work arrangement.
Sheriff’s Office equipment remains County property and shall be used in accordance with applicable County and Sheriff’s Office policies.
Employees shall:

• Safeguard County equipment
• Prevent unauthorized use
• Maintain appropriate physical security
• Immediately report loss, theft, or damage
• Permit required security updates
• Use approved software and applications; and
• Return County equipment upon request or termination of employment or the remote-work arrangement.

Employees shall not install unauthorized software or connect unauthorized devices to Sheriff’s Office systems.

XVII. REMOTE WORK LOCATION
Remote work shall be performed only from an approved remote-work location.
The employee shall maintain a work environment that permits the employee to perform assigned duties safely, securely, professionally, and without unreasonable interruption.
Employees shall not routinely work from public locations, including coffee shops, libraries, restaurants, or similar locations, unless specifically approved by the Sheriff’s Office.
Remote work outside the United States is prohibited unless specifically authorized in writing by the Sheriff or Sheriff’s designee.

XVIII. PUBLIC RECORDS AND RECORD RETENTION
Work performed remotely remains official Sheriff’s Office business.
Employees shall comply with all applicable public-records, FOIA, records-retention, document-management, and electronic-record requirements.
Employees shall not use personal email, personal cloud storage, personal messaging applications, or other unauthorized systems to circumvent Sheriff’s Office recordkeeping or public-record requirements.
Records created or received while working remotely shall be maintained and preserved in accordance with applicable law and Sheriff’s Office records-retention requirements.

XIX. MEETINGS, TRAINING, AND IN-PERSON REQUIREMENTS
Employees may be required to report to the Sheriff’s Office or another designated location for:

• Staff meetings
• Training
• Court proceedings
• Public meetings
• Conferences
• Employee evaluations
• Investigative or personnel matters
• Special assignments; or
• Other activities determined by management.

The Sheriff’s Office may require an employee to report to the workplace on a normally scheduled remote-work day, including on short notice when reasonably necessary for operational purposes.

XX. INCLEMENT WEATHER AND EMERGENCIES
An employee’s remote-work status does not automatically excuse the employee from reporting to the workplace when the Sheriff’s Office determines that the employee’s physical presence is necessary.
When the Sheriff’s Office is closed or operating under modified operations, employees working remotely may be required to continue working when their duties can reasonably be performed remotely.

XXI. WORK-RELATED INJURIES
Employees shall immediately report any work-related injury or accident occurring while performing authorized work from an approved remote location in accordance with applicable County and Sheriff’s Office procedures.
The Sheriff’s Office may require reasonable information concerning the circumstances and location of an alleged work-related injury.

XXII. EXPENSES
Unless otherwise authorized by the County, employees are responsible for ordinary expenses associated with maintaining a remote work environment, including utilities, internet service, furniture, office supplies not provided by the County, and other household expenses.
The Sheriff’s Office shall not be responsible for expenses that have not been expressly authorized.

XXIII. MODIFICATION, SUSPENSION, OR TERMINATION
The Sheriff or Sheriff’s designee may modify, suspend, or terminate an employee’s remote-work arrangement at any time based upon legitimate operational or administrative considerations, including but not limited to:

• Staffing needs
• Changes in job duties
• Performance concerns
• Attendance concerns
• Policy violations
• Security concerns
• Confidentiality concerns
• Failure to meet productivity requirements
• Changes in technology
• Public-service requirements; or
• Other legitimate business needs.

Except where immediate action is necessary, the employee should ordinarily receive reasonable notice of a change to the employee’s regular remote-work arrangement.

Termination of a remote-work arrangement does not constitute termination of employment.

XXIV. REASONABLE ACCOMMODATION
Nothing in this policy limits an employee’s rights under applicable federal or state law concerning reasonable accommodation or legally protected leave.
Requests for reasonable accommodation shall be evaluated through the applicable County/Sheriff’s Office accommodation process and shall be considered separately from discretionary remote-work requests under this policy.
Approval of remote work for one employee shall not establish a precedent or entitlement for another employee.

XXV. COLLECTIVE BARGAINING AGREEMENTS
Where an employee is covered by a collective bargaining agreement, remote-work arrangements shall be administered consistently with the applicable agreement.
Nothing in this policy shall be interpreted to waive, modify, or supersede rights established by an applicable collective bargaining agreement.

XXVI. POLICY VIOLATIONS
Failure to comply with this policy, a Remote Work Agreement, information-security requirements, confidentiality obligations, or supervisory directives may result in:

1. Suspension or termination of the employee’s remote-work privileges; and/or
2. Disciplinary action, up to and including termination of employment, consistent with applicable law, County policy, and any applicable collective bargaining agreement.

XXVII. NON-GUARANTEE OF REMOTE WORK
Nothing contained in this policy shall be construed as creating a contractual right, property interest, or continuing entitlement to remote work.
Remote work is a discretionary work arrangement that may be granted, denied, modified, suspended, or terminated by the Sheriff or Sheriff’s designee based upon the operational and administrative needs of the Wayne County Sheriff’s Office.

XXVIII. ADMINISTRATION
The Sheriff or the Sheriff’s designee shall have authority to administer this policy and establish procedures necessary for its implementation.
The Sheriff’s Office may periodically review and revise this policy to address operational, technological, legal, security, staffing, or workforce considerations.