Common use of Secondary Employment Clause in Contracts

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. 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. 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 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.