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  1. Deputies can perform law enforcement functions only.
  2. The liability coverage provided by the County does not extend to activities which are other than a law enforcement function.
  3. No job can begin until the Indemnification Agreement and the Employer Agreement are signed and returned to the Off-Duty Office.
  4. Our minimums are three (3) continuous hours per officer Monday through Thursday, and four continuous (4) hours per officer Friday, Saturday, and Sunday.
  5. We require a forty-eight (48) hour notification in order to cancel a job/contract.  If enough notice is not given, the employer will be responsible for paying each scheduled officer the required minimum.
  6. For officer and public safety, a minimum number of officers per number of attendees at an event is required.   We make the determination of how many officers we will require if we accept the job.  This is not a negotiable figure.  In addition, if we receive information that greater numbers of people are expected than was first anticipated, additions will be made in the number of officers assigned.
  7. Any time more than four officers are required for an event, the fifth officer will be paid as a supervisor.  (Examples:  If an event requires five (5) officers, four (4) of these officers would be paid officer pay and one (1) would be paid as a supervisor.  If an event requires fifteen (15) officers, three (3) would be supervisors and twelve (12) would be officers.)  Note: Supervisors are hired as supervisors.  If, for example, only four of the five officers assigned show up, the supervisor must still be paid as a supervisor.
  8. Any time more than four supervisors are required for an event, the fifth supervisor will be paid as a manager.  (Example:  If an event requires twenty-five (25) officers, twenty (20) of these officers would be paid officer pay, four (4) of these officers would be paid supervisor pay, and one (1) would be paid manager pay.)  Note: Managers are hired as managers.  If, for example, only four of the five supervisors assigned show up, the manager must still be paid as a manager.
  9. To ease communications, our staff will deal with one person as a primary contact.  One alternate may be selected.
  10. All schedule changes are to be communicated to the Off-Duty Employment Coordinator, preferably in writing. Email (Initial requests and cancellations MUST be communicated in writing.)
  11. Problems with the program or with a deputy should be communicated to the Off-Duty Employment Coordinator or the Off-Duty Employment Supervisor.
  12. Officers shall receive compensation for time spent on reports or any other activities resulting from their off-duty employment, including but not limited to report writing, booking evidence and arrests.  Sacramento County will not be responsible for paying overtime to officers for any off-duty employment.
  13. All authorized off-duty jobs require the private employer's representative to first contact the department's Off-Duty Employment Coordinator (874-5096) with the initial job request. Officers not working in a departmentally sanctioned job are subject to not only disciplinary action, but leave both themselves and their employers open for possible private liability and worker's compensation lawsuits.
  14. For one time only jobs, administrative fees are due a minimum of 10 business days prior to the event. No job will be scheduled until all fees are received.
  15. For on-going, long term jobs, a deposit is required before the job is scheduled to start. Thereafter, the Administrative Fees are due 20 days from the invoiced date.  A job will be canceled when the account becomes 45 days delinquent.
  16. The Sheriff’s Department may, at its discretion, cancel any or all Off-Duty jobs at any time due to departmental conflicts.


  1. Jobs that are not in the unincorporated areas of Sacramento County (locations within the city limits or other counties, for example).
  2. Jobs requesting plain-clothes officers (refer 70 PC).
  3. Jobs at commercial businesses, bars, or lounges, inside or outside, whose main source of income is derived from either a “cover charge” or from the sale of alcoholic beverages.  (Includes sidewalk and parking lots when the commercial establishment is permanently licensed by Alcoholic Beverage Control).
  4. Mobile jobs where an unmarked, private vehicle would be used for patrol or transport.  Only marked security vehicles may be used by deputies working off-duty.
  5. Jobs with armed private security.  Note: In cases where officers work with unarmed security, private security officers are obligated to take direction from deputies.
  6. Jobs involving civil matters (domestic situations, labor disputes, union meetings, landlord/tenant disputes, etc.).
  7. Jobs requiring deputies to act in a “bodyguard” capacity.
  8. Jobs which constitute a conflict of interest on the part of the officers or the Department.

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