With the holiday season approaching and additional employment opportunities becoming available, military families may be looking to supplement their normal income. Before Service members begin searching for additional jobs, it is imperative they are aware of the requirements and restrictions that go along with off-duty employment.
“Off-duty employment requirements are there to take care of our Airmen, and to maintain their safety and the safety of people that work around them,” said Tech. Sgt. Stephanie Eversley, 633rd Air Base Wing Judge Advocate noncommissioned officer in charge of General Law. “There are restrictions on the amount of hours Airmen are allowed to work to make sure there aren’t errors or mishaps in the workplace. It’s also an ethics issue; we have to make sure that they aren’t working in a position that could cause a conflict of interest with Air Force interests.”
For anyone interested in seeking off-duty employment, there are major considerations that a Service member must understand, said Eversley. They include current workload, on-the-job training requirements and mission requirements.
“The biggest thing that any person can do when they seek off-duty employment is decide whether or not they can handle it,” said Eversley. “They need to make sure that their responsibilities at the unit are taken care of first, because the Air Force mission comes first.”
Once Airmen decide they want to seek off-duty employment, their next step is to discuss with their supervisor, said Eversley. If approved, the Air Force member and supervisor complete an AF Form 3902. The form must then be approved by the member’s commander, and in certain circ*mstances, it is also forwarded to the legal office for an overarching review, she said.
As the 633rd Wing Staff Agency First Sergeant, Master Sgt. Kenry Peart said one thing he would look for if a member wanted to seek off-duty employment is whether or not there are underlying financial issues.
“The Air Force demands a lot from Airmen and seeking off-duty employment could be a sign of someone in need. It is natural for Airmen to feel reluctant discussing personal finances with leadership; however, I would use the opportunity to see if there is a void,” he said. “I believe off-duty employment should be a last resort because there are a myriad of resources available to assist Airmen suffering from financial difficulties.”
Peart said some Airmen may also seek off-duty employment doing something they enjoy, but ultimately mission impact plays an important role before the member is approved for off-duty employment.
“It may be simply to stay actively engaged in a hobby they are passionate about and the extra money that comes along is a bonus, but I would examine the mission impact of their off-duty employment because we cannot afford to put our primary mission in jeopardy – there is simply too much at stake,” said Peart.
The Department of Defense 5500 7-R, Joint Ethics Regulation, Section 2-206a, discusses the proper channels to go through when pursuing a second job. It reads “A Department of Defense employee, other than a special government employee shall obtain written approval from the agency designee before engaging in a business activity or compensated outside employment with a prohibited source, unless general approval has been given in accordance with subsection 2-206(b) of this regulation.”
“The biggest problem that Airmen have with off-duty employment restrictions is that they think it’s another thing for the military to control them on,” said Eversley. “These limitations are in place because we want to make sure Airmen are staying safe, aren’t working too many hours and lastly, to ensure there are no ethical violations.”
Air Force Instruction 44-102, Medical Care Management, specifies, “Off-duty employment shall not exceed 16 hours per week. This limitation does not apply to off-duty employment performed while on official leave status. (With the exception being that) the (flight commander) may approve periods that exceed 16 hours per week.” Additionally, the AFI further clarifies that “a period of at least six hours of rest must elapse between the end of the off-duty employment and the start of the duty period.”
According to Eversley, one key aspect for members to think about in regards to off-duty employment is the nature and purpose of the requirement. Due to the conduct and high standards of the military, members should exercise good judgment when looking for jobs, she said.
“We have to make sure it’s a place you can take your family to,” she said. “We have to maintain the integrity of the military service and what we stand for. It’s an honorable thing to be in the military, and we need to maintain that honor.”
For any questions or concerns regarding off-duty employment requirements, speak with your chain of command and review the guidelines in DoD 5500 7-R and AFI 44-102.
