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.
B. The employer shall pay compensation for the period that the covered employee is entitled to disability leave for a maximum period of eighteen (18) months, except as set forth in 10.2(b) and 10.3(b).
C. The employee shall be eligible for compensation for such disability leave if the employee is temporarily disabled from the duties of the public safety employment that gave rise to the injury, regardless or whether the employee engages in secondary employment, provided that:
1. The secondary employment commenced prior to the injury;
2. The duties of the secondary employment are not likely to cause delay or preclude full recovery and return to work as certified by the FROMS physician and such employment is approved by the Fire Chief. Such requests shall not be unreasonably denied.
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.
B. Employees who are required to be armed as a condition of secondary employment outside Baltimore City and who take enforcement action related to said secondary employment using a firearm that does not comply with General Order 0-4 shall not be considered as acting in the line of duty as Baltimore Police Officers and, therefore, shall not be disciplined for taking such action.
C. An employee may be armed with an authorized handgun while engaged in secondary employment outside Baltimore City. Within Baltimore City, an employee may not be armed with a sidearm other than a handgun authorized by the Department and shall be authorized to wear the uniform while engaged in secondary employment, subject to the conditions provided in a letter from the Police Commissioner to the President of the Lodge dated October 27, 2021 that appears as Addendum C (Secondary Employment) to this Memorandum.
D. Consistent with current policy governing conflict of interest and unauthorized occupational areas, secondary employment will not be prohibited. Authorized secondary employment will not be suspended or revoked for disciplinary reasons.
E. The Employer will, to the extent practicable, offer assignments to City secondary employment and scheduled overtime on a rotating basis and will allocate available opportunities equitably and fairly among employees in the unit. To that end, when particular skills are required to perform scheduled overtime on subsidized projects, all available employees who have those skills shall be offered the overtime. In addition, employees who have reached the 25% overtime cap shall not be foreclosed from working emergency and authorized, scheduled overtime when other volunteers are not available to perform it.
F. Consistent with current policy governing conflict of i...
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. (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.
(2) In assessing whether an impairment as laid down in paragraph (1) exists, any relation with the eligible areas inside and outside the University shall be appropriately taken into account. The term "material job-related interests" may be defined more precisely by plant agreement.
(3) Any violation of the provision of paragraph (1) shall constitute a reason for termination (Article 22(2)(b)) and, if it is unacceptable to continue the employment relationship, a reason for dismissal. Notwithstanding other prerequisites termination (dismissal) on the ground of a violation of the negative covenant laid down in paragraph (1) shall only be admissible if the staff member was advised by the University in writing that the University considers material job- related interests to be impaired and the staff member continues his/her secondary employment or fails to limit it appropriately.
Secondary Employment. Officers other than probationary police officers shall be allowed to engage in secondary employment, subject to the following conditions:
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.
(2) Employees must be off-duty at least eight continuous hours prior to returning to work a regular NRP shift.
(3) Regardless of duty status the next day, employees will only work a maximum of 16 consecutive hours when combining a regularly scheduled shift which includes all hours worked and all off- duty secondary employment hours. On non-duty days employees may work a maximum of 16 hours of off-duty secondary employment.
(4) Officers will report for duty fully rested and alert, capable of performing the essential functions of a Natural Resources Police Officer and other duties as assigned.
Secondary Employment. Notification of Secondary Employment 39 16.2 Secondary Employment Prohibitions 39
Secondary Employment. Any employment other than primary employment by the Lakeland Police Department, to include all courtesy officer, KCTIPS, private duty, extra- duty and off-duty employment.
Secondary Employment. 36.1 Before undertaking employment elsewhere, the employee shall advise their Manager.
