Off Duty Employment. Employees may engage in off duty employment that is consistent with University policy and state law.
Off Duty Employment. Employees will notify the employer prior to engaging in any off-duty employment. Employees may engage in off-duty employment that is in accordance with agency/program policy and will not interfere with the performance of their duties or result in a conflict of interest.
Off Duty Employment. 26.1 Employees, other than newly commissioned, probationary employees and undercover detectives pursuant to Sections 26.2 and 26.3 below, may engage in off- duty employment provided that the employee has submitted an annual written request to the Chief and that the Chief's approval has been granted prior to engaging in such employment. The Chief's approval will not be unreasonably withheld and shall be based upon the following criteria:
Off Duty Employment. An employee may accept outside employment during his/her off-duty hours provided such employment is not illegal and/or would not bring discredit to the position, the division or the department and provided the Employer is notified in writing prior to commencing such employment. This employment may not be in positions, including but not limited to: bartending, gambling manager, dance hall and/or tavern security (during operating hours), driving wreckers, selling automobile insurance, investigating, adjusting or settling automobile accident claims (except that this does not apply to approved accident reconstructionist work if it complies with limitations set by the State Patrol), and photography in connection with vehicle accidents. Employees shall notify their supervisor of their place of employment so that they may be reached in an emergency. Employees shall be required to cease their outside activities if it is later deemed to be in conflict with this Article. Disputes concerning such determinations by the Employer prohibiting off duty employment are subject to resolution under Article 16, Grievance Procedure, Section 4.
Off Duty Employment. A. Law enforcement is a career that requires participants to devote their full energies to the work and lifestyle that is found therein. While economic or diversified interests may compel other activities for pay or experience, it is expected that the overriding loyalty of each employee will remain with the Washington State University Police Department. So that each employee is aware of what the Department perceives as proper perspective for relating career endeavors to off- duty work or related activities, the following guidelines have been established.
Off Duty Employment. Bargaining unit employees may engage in off-duty employment, subject to guidelines adopted by the Chief, provided that the integrity and professionalism of the Washington State Patrol is preserved.
Off Duty Employment. Bargaining unit members shall not engage in off-duty law enforcement, fire, security, public or private safety employment without the express written approval of the Chief of Police or his or her designee. Bargaining unit members who are approved to perform off- duty employment may not use any Xxxxxx State University equipment and may not act or otherwise exercise police authority directly or under the color of the Xxxxxx State University Police Department. In addition, bargaining unit members who are approved for off-duty employment outlined above shall provide the Chief of Police or his or her designee annually with written proof that their off-duty employer has covered them for liability purposes and has indemnified Xxxxxx State University and Xxxxxx State University Police Department for any liability arising from their employment for the off-duty employer.
Off Duty Employment. Any outside employment of a police officer, which is not, predicated on the actual or potential use of the officer's law enforcement powers.
Off Duty Employment. 19.4.1 Any employee who wishes to take additional employment during off-duty hours will inform the Sheriff in writing and gain permission for off-duty employment from the Sheriff before accepting the employment. In doing so, the employee will fully describe the nature of the work to be performed and the hours of work. If it is judged that the additional employment involves misuse of the commission or could adversely affect the employee’s on- duty work performance or the Sheriff’s Office image or efficiency, the request may be denied by the Sheriff.
Off Duty Employment. Section 21.1 If there are any disputes as to off duty outside employment they will be subject to the grievance procedure of the collective bargaining agreement. Any off duty outside employment should not interfere with the job of the police officer nor in any way be in conflict with that position. The outside employment may not involve a situation where a police officer in some way uses his or her office or position as police officer to further the interest of his or her outside employment.
