Secondary Employment. A. For any employee entitled to disability leave, the employer shall pay the covered employee compensation in accordance with section 10.2 governing disability leave.
Secondary Employment. 24.1 Off-duty employment of a security nature conducted according to the procedures set forth below is authorized by the Pensacola Police Department because it confers a substantial benefit upon citizens by allowing an expanded law enforcement presence at minimal expense to the City. However, officers engaged in off-duty security employment should remain constantly aware that they are law enforcement officers utilizing equipment provided by the City of Pensacola while engaging in such activities, and they are perceived by the public as on-duty officers. Therefore, all officers are directed to conduct their behavior while working off-duty in exactly the same manner and following all applicable policies and procedures as though they were working on their scheduled tour of duty. The compensation is provided by an entity other than the City of Pensacola does not diminish an officer’s responsibilities and can never be allowed to present a conflict of interest between the entity providing compensation and the paramount responsibility as a police officer. Under no circumstance will any officer working off-duty disregard any law enforcement responsibility or violate any policy or procedure of the Pensacola Police Department at the request or at the direction of an off-duty employee. Independent judgment as a law enforcement officer must prevail in every situation. A police officer is authorized by Florida Law (F.S.S. 790.052) during off-duty hours – at discretion of their superior officer – to perform law enforcement functions normally performed during work hours. Pensacola Police officers are authorized by the Police Chief to carry firearms off-duty and to perform law enforcement functions for off-duty employment normally performed during duty hours. Members engaging in permanent business or employment shall submit a request for permission to do so to the Police Chief.
Secondary Employment. Officers other than probationary police officers shall be allowed to engage in secondary employment, subject to the following conditions:
Secondary Employment. (1) The staff member shall be obliged to notify the University of any intended secondary gainful employment and any material change thereof as well as of any activity on the executive board, supervisory board or board of directors of a profit-making legal entity. The staff member shall refrain from any secondary activities the carrying on of which will impair obligations under the employment contract or other material job-related interests of the University.
Secondary Employment. A. An employee may work in approved secondary employment not to exceed thirty- two (32) hours per week. No more than twenty (20) of those hours shall be worked in assignments outside those administered by the Overtime Unit unless the remaining 12 hours of City Secondary are not available, in which case the employee may work up to the 32 hour limit without restriction. The Police Commissioner may authorize other approved secondary not subject to the twenty (20) hour limit such as hotels, hospitals, and schools. During a week where the employee is off five (5) or more leave days, other than medical leave, an employee shall not work more than forty (40) hours of approved secondary employment.
Secondary Employment. 1. All employees who desire secondary employment must comply with the procedures and provisions established in this Article. Except in accordance with this agreement, employees will not engage in any employment outside the department without the required approvals. (See Side Letter: March 15, 1996)
Secondary Employment. The Department will allow the use of safety equipment (specifically side arm, body armor and radio) during authorized secondary employment.
Secondary Employment. (1) A law enforcement officer may work not more than 40 hours of secondary employment during a workweek that includes two leave days.
Secondary Employment. Employees considering employment in addition to work with the City must receive written approval from the Chief of Police prior to beginning work to assure that the employee’s secondary employment is in full compliance with the following guidelines: • the secondary employment must not be in conflict of interest with the City employment • secondary employment must be scheduled outside of work time with the City including scheduled overtime • secondary employment may not infringe upon City work time including lack of energy on the job and interruptions concerning secondary employment including telephone calls and visitors • secondary employment may not require the employee to wear a City uniform or badge; to possess a Department‐issued firearm; or to utilize the City’s LEADS/ALECS/ALERTS line, vehicles, or equipment • secondary employment may not require the officer to possess a firearm without first obtaining a written agreement from such secondary employer to indemnify the City of Woodstock and its agents for any liability (including but not limited to worker’s compensation or tort liability) which may exist because of the use of such firearm • where the type of secondary employment is prohibited by law or negatively reflects on the City • where the employee is employed or engaged in criminal matters or in civil matters which directly conflict with the operations of the Department The Chief of Police or designee shall endeavor to respond to such written requests within five (5) business days after such request is made. All responses shall be in writing citing primary reasons for denial, if applicable. All employees holding secondary employment shall notify the Chief of Police of the place of employment, address, phone number, supervisor’s name, and hours of employment so that the employee may be reached in an emergency. Failure to comply with this procedure may result in the employee being directed to terminate secondary employment and/or disciplinary action.
Secondary Employment. 32.1 The number of hours an employee may work off-duty shall be limited to one hundred twenty (120) hours per month. An eight (8) hour rest period shall be mandated between an employee’s ending tour of duty and the next beginning tour of duty. The eight (8) hour rest period also applies to the employee’s days off. The one hundred twenty (120) hours per month of extra duty may be supplemented by annual or compensatory leave. During the 24-hour period encompassing an employee’s scheduled work day, the employee may not exceed 16 hours of work. The Sheriff or designee may at his/her discretion waive the 120 hour per month limitation.
