Full Transcript
Secondary Employment
Version 9, transcribed verbatim from the source document. Hover a paragraph for a permanent link to it.
I. Functions of the Unit
A. The Secondary Employment Unit coordinates secondary employment opportunities, maintains an availability list, generates mandatory personnel lists, and fills requests for off-duty employment brought to the attention of the Jacksonville Sheriff's Office (JSO). [CALEA 22.2.5] B. The Secondary Employment Unit maintains all secondary employment records and files pertaining to secondary employment. [CALEA 22.2.5] C. The Secondary Employment Unit also coordinates police staffing levels at all special events defined in City of Jacksonville (COJ) Municipal Code (MC), Chapter 191. [CALEA 22.2.5] #
II. Hours of Operation and Callout / Notification Criteria
A. Secondary Employment work hours are Monday — Friday (excluding holidays) from 0700-1630 hours. B. In case of emergency, the Supervisor of Secondary Employment Unit can be reached through the Investigative Police Emergency Communications Officer (PECO). The Secondary Employment Unit phone number is (904) 630-1953. All non-emergency concerns shall be sent via email to JSO.Secondary@jaxsheriff.org. #
III. Policies & Procedures
Jacksonville Sheriff’s Office | Secondary Employment | Order Number: 282 | Version: 9 | Page: 2 of 19 A. Policy [CALEA 22.2.4] 1. It is the policy of the JSO to regulate, monitor, and track the secondary employment of all JSO personnel through the Secondary Employment Unit. [FCAC 4.06] 2. Duties and responsibilities associated directly with employment for the JSO are always primary to secondary employment. Secondary employment is a privilege, not a right. 3. Any secondary employment, which in the opinion of the JSO, would create a conflict of interest, either directly or indirectly, impair the employee’s ability to carry out the responsibilities of their position, or bring discredit to the JSO, is prohibited. 4. The Sheriff or his designee may revoke, deny, or restrict secondary employment if it is deemed to be in the best interest of JSO. [CALEA 22.2.5] 5. Secondary employment is voluntary and JSO employees who work secondary employment for a third party employer are responsible for compliance with the withholding tax requirements of the Internal Revenue Service (IRS) and Social Security Administration. COJ payroll procedures and withholding requirements are applied to wages received on a COJ paycheck. 6. Personnel engaged in secondary employment are covered by the provisions of JSO’s Workers’ Compensation Plan or Liability Indemnification portion of the self-insurance program when the employee is engaged in authorized enforcement related secondary employment. B. Definitions 1. Client — Any person, government entity, private vendor, or business that hires a JSO member for secondary employment. 2. Dignitary Protection Services — Secondary employment involving the request for a police officer to provide dignitary protection or related services such as; escorting or chauffeuring individuals who are considered public figures, senior corporate executives, foreign nationals, celebrities, or government officials not under the protection of another State or Federal law enforcement agency. All dignitary protection services assignments shall be coordinated and scheduled by the Special Events Section and approved through the Assistant Chief of Special Events or higher authority. 3. Employee — Any paid full-time or part-time member of JSO, whether corrections, civilian, or police. 4. External Organization — Entities other than the COJ and any of its Constitutional Offices, Independent Authorities, and Agencies. Work performed for the COJ and any of its Constitutional Office, Independent Authorities, and Agencies is considered working for your employer, but may be paid at an overtime rate (refer to Order 513 Compensation and Leave). Jacksonville Sheriff’s Office | Secondary Employment | Order Number: 282 | Version: 9 | Page: 3 of 19 5. In-kind Secondary Employment — When an officer provides any enforcement related services in exchange for a service, allowance, or cost benefit (e.g., tuition reduction, boat storage fee reduction, free apartment with a cash stipend, or a monthly flat rate compensation for security services) instead of receiving monetary compensation. 6. Job Scheduler — A JSO employee approved by the Commanding Officer of Secondary Employment Unit to schedule police officers for secondary employment for a client. 7. Off Duty Integrated Scheduling System (ODISS) — Scheduling system designated for all enforcement related secondary employment assignments and special events staffing. ODISS tracks all secondary employment work hours, job rates, and administrative fees. 8. Scheduled Overtime — Any overtime assignment that is scheduled in advance of the job or assignment (e.g., assignments scheduled through the Special Events Unit, Safe Schools, preplanned deployments). 9. Secondary Employment — Secondary employment refers to any work performed for, and compensated by, an external organization. This includes the production or sale of goods, the provision of services, and the performance of intellectual or creative work for pay either in an employer/employee relationship or in a self-employment capacity such as independent contractor or consultant. a. Enforcement Related Secondary Employment — Secondary employment that is conditioned on the actual or potential use of real or implied law enforcement powers or involving jobs for which the police officer is hired as a result of his training, background, and/or affiliation as a sworn law enforcement police officer. b. Non-Enforcement Related Secondary Employment — Employment that is not of a law enforcement nature, in which vested police powers are not a condition of employment, requiring no real or implied law enforcement service to the client (i.e., any teaching, lawn maintenance, security consulting, etc.). C. Procedures 1. Enforcement Related Secondary Employment Job Process a. Clients desiring to hire police officers in a secondary employment capacity for law enforcement service may contact any officer or the Secondary Employment Unit. (1) JSO employees approached by potential secondary employment clients shall refer them to the Secondary Employment Unit. JSO employees should give potential clients the Secondary Employment Unit office phone number or email. (2) If the employee desires to be involved with the referral, the potential client or employee should make the request known to the Secondary Employment Unit. (3) The Commanding Officer of Secondary Employment Unit shall have final authority and approval concerning the assignment of job schedulers. [CALEA 22.2.5] (4) Clients must complete a Form P-0489 (Secondary Employment Application) and Form P-0770 (Secondary Employment Information and Guidelines) available through the Secondary Employment Unit. [CALEA 22.2.5] (5) The Supervisor of Secondary Employment Unit shall review and approve all submissions of Form P-0489 (Secondary Employment Applications) and reserves the right to require a minimum number of police officers for any job to ensure the safety of the community and officers. [CALEA 22.2.5] (6) Clients shall submit a Form P-0489 (Secondary Employment Application) as soon as possible prior to the expected start date of employment. [CALEA 22.2.5] (a) A minimum of seven days advanced notice is requested. (b) JSO makes no expressed guarantee that a secondary employment job will be filled. b. If the employment opportunity is consistent with JSO policy and approved by the Supervisor of Secondary Employment Unit or the Commanding Officer of Secondary Employment Unit, the Secondary Employment Specialist shall create the client information in ODISS. [FCAC 4.06] c. Client staffing requests shall be created as notifications in ODISS. [FCAC 4.06] (1) Secondary Employment staffing notifications may also be made by mobile computer aided dispatch (MCAD) message, email, and/or telephone through the Secondary Employment Unit. (2) The Secondary Employment Unit shall confirm all assignments by email or a phone call unless the employee accepts the job on a “First Come, First Serve” status in ODISS. Employees actively requesting jobs or wait-listed for an assignment shall monitor their ODISS profile schedule to ensure final assignments are not missed. d. Any eligible employee desiring to work secondary employment shall be afforded equal opportunity to do so by responding to ODISS notifications. e. All sworn police ranks, police auxiliary officers, and Community Service Officers (CSO) must have a registered personnel profile in ODISS. Dual certified officers (DCO) and judicial officers (JO) who have been approved to work COJ overtime are also required to create a personnel profile in ODISS. [CALEA 22.2.5, CFA 4.06] f. Cancellations may be made at any time. However, if the cancellation is made with less than a 48 hour notice to the officer, scheduler, or the Secondary Employment Unit, a minimum of three hours pay to the officer shall be incurred by the client. [CFA 4.06] (1) Personnel who are unable to collect the cancellation fee shall notify the Secondary Employment Unit. (2) If the Secondary Employment Unit makes the cancellation notifications on behalf of the employer, the officer(s) shall be notified by email or, on short notice, direct contact by phone. 2. Sworn employees of the JSO who are in good standing may work enforcement-related secondary employment once the listed job is active in ODISS. [CALEA 22.2.5] 3. Working enforcement-related secondary employment or scheduled overtime. a. Prior to the start of any enforcement related secondary employment jobs or scheduled overtime, it is the responsibility of the scheduler to ensure the job is submitted into ODISS. The scheduled officer is not to work any enforcement related jobs that are not entered in ODISS. b. Premiere-1 Mobile CAD (MCAD) log out procedures: (1) Prior to the start of any enforcement related secondary employment or scheduled overtime, it is the responsibility of the police officer to sign on under the applicable off-duty district (e.g., ZZ1, ZZ2, etc.) and log out off-duty at the location of the job being worked as outlined in Order 441 (Communications). (2) At the conclusion of the secondary employment assignment, officers shall check back from their secondary employment assignment via laptop computer. It is the officer’s responsibility to ensure that he is shown clear from the job. c. At the conclusion of the secondary employment assignment or scheduled overtime assignment, officers shall review, confirm, and submit the correct date and hours of the job worked in ODISS. d. If there are personnel changes to a job prior to being worked, the officer shall notify the scheduler to make the appropriate changes. The scheduler shall ensure the changes are made prior to the job being worked. If the scheduler is unavailable to make the changes, officers shall notify the secondary employment office at JSO.Secondary@jaxsheriff.org to have the changes made. 4. Teaching outside of JSO and consulting engagements are considered non-enforcement related secondary employment. Consequently, the JSO uniform may not be worn nor can JSO equipment be used, unless specifically authorized by the employee’s chain of command and the Assistant Chief of Special Events or designee utilizing the electronic Form SP-0052 (Secondary Employment Authorization) available on the Secondary Employment Unit 94Net site. 5. Employees desiring to volunteer or donate their time to charitable organizations for enforcement related secondary employment shall complete and submit the electronic Secondary Employment Authorization Form through the employee’s chain of command. Additionally, the Director of Patrol & Enforcement or higher authority must approve any waiver of administrative fees or use of JSO equipment for volunteer enforcement related secondary employment. The Commanding Officer of Secondary Employment Unit shall forward these requests via the chain of command to the Director of Patrol & Enforcement. 6. Secondary Employment for Private Funeral Escorts a. Personnel may work secondary employment for funeral homes after attending the eight-hour escort instructional class provided by JSO. b. Approved secondary employment under this section shall be subject to the following conditions: (1) No police officer shall work a private funeral escort alone. There must be two JSO police officers who have completed the JSO eight-hour escort instructional class; (2) Officers shall meet with the lead funeral vehicle to verify the route of the escort; (3) Officers shall maintain control of an intersection that is either controlled by a light or stop sign and the procession must stop until the intersection can be controlled by the officer; (4) Officers shall use lights and sirens during private funeral escorts; and (5) Any marked JSO vehicle with emergency equipment may be utilized for private funeral escorts. 7. Enforcement-Related Secondary Employment at Licensed Liquor Establishments [CALEA 22.2.5] a. Personnel, with approval, may accept secondary employment at premises licensed primarily for the sale and/or consumption of alcoholic beverages only when that employment does not conflict with any section of this policy or Florida State Statute (F.S.S.), and has been approved by the Assistant Chief of Special Events or designee. A restaurant, when operating primarily as a bar or liquor establishment, is also subject to the provisions of this section. b. Approved enforcement related secondary employment under this section shall be subject to the following conditions: (1) A minimum of two police officers must be on the premises throughout the period that the business is open to the public; (2) Personnel are restricted to law enforcement action only; (3) Personnel shall not screen patrons for entry or act as bouncers; and (4) Personnel shall periodically check within the interior of the establishment and take appropriate law enforcement action when applicable. c. Under no circumstances shall personnel working enforcement related secondary employment at a licensed liquor establishment serving alcohol leave one police officer alone at the business while transporting a detainee. Instead, an on duty supervisor shall be notified for assistance from on-duty personnel. D. Duties and Responsibilities [CALEA 22.2.5] 1. Employees participating in enforcement-related secondary employment are governed by all JSO policies, procedures, and directives. 2. A secondary employment client location and/or an officer’s secondary employment privilege may be suspended at any time, without advance notice, by a watch commander or higher authority, if such action is deemed to be in the best interest of JSO or employees working the detail. a. The Commanding Officer of Secondary Employment Unit shall be notified as soon as practical, but no later than the following business day, of any suspensions; b. The Commanding Officer of Secondary Employment Unit is responsible for conducting an investigation to determine the circumstances surrounding the suspensions; and c. The Commanding Officer of Secondary Employment Unit’s finding shall be used to determine the terms and conditions of the suspension or revocation of the client location. 3. Police personnel working enforcement-related secondary employment are responsible for all calls for service, arrests, and all applicable written reports for incidents occurring at the secondary employment jobsite during their duty hours. The on-duty watch commander may assist by providing on-duty personnel when necessary. All calls for service shall be documented in accordance with JSO procedures. 4. Transportation of detainees from enforcement related secondary employment jobs shall be subject to the following: a. Upon completion of the call, the off-duty officer shall request an on-duty sector officer to pick up the report(s), evidence, and/or detainee and transport to appropriate destinations; and b. No detainee shall be transported in a privately owned vehicle. 5. Personnel working enforcement-related secondary employment shall notify the on-duty supervisor of any major incident or noteworthy event as soon as it is safe to do so. a. Police personnel shall not leave their employment sites at the end of their secondary employment if a real or impending public safety situation exists. b. Police personnel shall notify the on duty supervisor or watch commander of any public safety issues encountered at secondary employment sites and ascertain whether or not to: (1) Continue working at the site; (2) Request on-duty assistance or relief; or (3) Terminate the employment. 6. Employees accepting any secondary employment opportunity are required to fulfill their responsibilities. These include, but are not limited to: a. Arriving on time; b. Completing the scheduled shift; and c. Performing required duties. 7. If an employee is unable to work a scheduled secondary employment shift, it remains the scheduled officer’s responsibility to find a replacement and notify the client scheduler or the Secondary Employment Unit of any changes. a. Employees shall not accept secondary employment opportunities they do not intend to work. b. Employees seeking secondary employment, in lieu of their primary assignment, shall ensure approved leave is confirmed with their immediate supervisor prior to accepting the job. 8. Officers working enforcement-related secondary employment have a responsibility to the client to be on the jobsite performing authorized duties. a. At times, emergencies do occur and police officers working secondary employment are needed to assist on-duty personnel. b. Police officers shall monitor their radios during secondary employment and are reminded that once an emergency is broadcast at a nearby location, they shall render assistance if needed. c. If assistance is given, the officer(s) working for a secondary employment employer shall return to the jobsite as soon as practical. 9. Watch commanders shall monitor secondary employment locations and the officers who are employed at such sites. All watch commanders shall inspect two secondary employment locations per work cycle and be responsible for the secondary employment locations within their respective districts. E. Community Service Officers (CSO) [CALEA 22.2.4] 1. CSOs who have completed their probationary period are eligible to work non-enforcement secondary employment at select locations after approval is granted by the Commanding Officer of Special Events Unit. 2. Probationary CSOs are permitted to work COJ overtime special events that have been approved for work by probationary officers by the Commanding Officer of Secondary Employment Unit. 3. CSOs are prohibited from working enforcement-related secondary employment that requires or implies anything other than traffic related duties. 4. Police officers shall be given first preference for assignment to secondary employment jobs, including traffic jobs that may otherwise be assigned to a CSO. Police officers shall contact the Secondary Employment Unit to resolve any concerns about jobs assigned to a CSO when a police officer is available and willing to work. 5. While working secondary employment, CSOs must abide by the uniform regulations and limitations set forth for their regular duty position, as described in Order 210 (Patrol Function). 6. If a CSO requires police assistance while working secondary employment, the CSO shall immediately request an on-duty police officer. Any enforcement action to be taken shall be the responsibility of the responding officer. 7. The COJ’s administrative fees assessed to secondary employment jobs are the same for CSOs as for police officers. F. Administrative Fees 1. Clients shall be billed an administrative fee per hour for each hour an officer works for enforcement related secondary employment (unless otherwise approved by the Director of Patrol & Enforcement). 2. Employees working enforcement related secondary employment must ensure work is scheduled and documented correctly in ODISS. Falsification of official records in ODISS or omission of secondary employment hours worked in ODISS shall be subject to the progressive discipline process as established in Order 501 (Code of Conduct). 3. The following are exempt from the payment of administrative fees: a. Non-enforcement related secondary employment consisting of non-duty related teaching engagements or teaching at the approved training academies; b. Employees who have rent free residences or reduced rent residences with no cash stipends, or additional compensation allowances or considerations; c. Non-enforcement related secondary employment where JSO equipment is not used; and d. Approved volunteer work for charitable or not for profit organizations with no in-kind compensation allowances or considerations. 4. Officers engaged in in-kind secondary employment shall be responsible for ensuring the client acknowledges responsibility for paying the $5.50 hourly ($7.50 hourly for traffic control related secondary employment) administrative fee. 5. Employees engaged in providing private funeral escorts shall be responsible for ensuring the client acknowledges responsibility for paying the $5.50 hourly administrative fee. Employees must have a Form P-0489 (Secondary Employment Application) for each funeral home site that will be worked. The funeral home shall be responsible for paying the administrative fee. 6. Clients who are more than 90 days delinquent in remitting monthly fees are subject to temporary or permanent suspension from secondary employment services. a. The Commanding Officer of Secondary Employment Unit is responsible for evaluating client suspension and the affected scheduler and employees shall be notified if a client is suspended. b. Once notified, employees shall not work for the client until the account discrepancy is remedied and suspension is lifted. c. Such accounts shall be considered unauthorized for secondary employment. d. Delinquent payments shall be paid in the form of cashier’s checks or money orders made payable to the Tax Collector. e. If a client’s account is more than 90 days delinquent, the Secondary Employment Unit shall notify the scheduler of the delinquency. G. Schedulers 1. Client schedulers are expected to handle employee concerns and complaints about the job. Questions or concerns from the Secondary Employment Unit shall be directed to the Client Scheduler. The Client Scheduler must know what is taking place at client locations. 2. Client recommended schedulers will be considered, however, final approval lies with the Commanding Officer of Secondary Employment Unit. 3. Scheduler responsibilities include, but are not limited to, completing the jobsite schedule for employees, ensuring employee attendance is adhered to, and resolving employee/client conflict when appropriate. 4. No scheduler can act as a payroll service. Schedulers shall only schedule officers and provide an invoice to the client. All clients and venders must pay police officers directly. 5. One scheduler and one alternate shall be approved for each client in ODISS. 6. A scheduler may request to schedule for more than one client. If scheduling for more than one client, the total number of jobsite locations for all clients scheduled cannot exceed 16 and total officer hours scheduled for all clients cannot exceed 2000 each month. 7. The Commanding Officer of Secondary Employment Unit shall determine when scheduling for multiple clients or jobsite locations requires more than one designated scheduler. 8. At the end of each month, schedulers shall review the “List of a Client's Events with the Individuals Admin-Confirmed Start and Stop Times” report in ODISS for each of their scheduled jobs. The scheduler shall ensure all hours that officers worked are correct and accurate no later than the sixth of the following month. H. Secondary Employment Authorization Form [CALEA 22.2.5] 1. All employees of the COJ are required to disclose their secondary employment per COJ Ethics Code Section 602.403. This includes self-employment. [CALEA 22.2.4] 2. All employees of the JSO are required to submit the electronic Secondary Employment Authorization Form through their chain of command for approval. 3. The approved form shall be routed to the Secondary Employment Unit for final review and approval. The electronic Form SP-0052 (Secondary Employment Authorization Form) is required for: a. Rent free, reduced rent, or other forms of compensation in exchange for courtesy officer services; b. Non-paid volunteer enforcement related secondary employment; c. Providing teaching outside of JSO; d. All enforcement and non-enforcement related secondary employment; e. Employees starting and/or owning their own business; f. Consulting services; and g. All schedulers of secondary employment. I. Employees Starting/Purchasing Their Own Businesses [CALEA 22.2.4] 1. Employees intending to start their own businesses shall notify their chain of command via the electronic Secondary Employment Authorization Form. The information shall include: a. The nature of the business, goods and/or services to be provided, plus other pertinent information about the business and the extent of the employee’s involvement and whether the business is enforcement or non-enforcement related; and b. A statement of assurance that the business is not in conflict with the policies and procedures of the JSO and that it is not in violation of F.S.S. 112.313(7)(A), regulating an employee’s employment or contractual services with an individual or entity doing business with the JSO. 2. If approved, the request shall be maintained in the employee’s file in the Secondary Employment Unit. 3. Employees owning their own business shall notify the Secondary Employment Unit and their chain of command in writing when their business enterprise has terminated or ceases to exist. J. Guidelines and Restrictions [CALEA 22.2.4] 1. Every employee working enforcement related secondary employment shall ensure they are logged on the MCAD system. Employees shall be logged in as off-duty at the location of the secondary employment the entire time they are paid for working enforcement related secondary employment. [CALEA 22.2.5] 2. Employees are not authorized to work any secondary employment that has not been reviewed, approved, and assigned as a client in ODISS by the Secondary Employment Unit. Exceptions are as follows: [CALEA 22.2.5] a. Watch commanders can approve secondary employment when an urgent situation arises requiring immediate enforcement related duties and an on-duty presence is not available, appropriate, or necessarily required and the client is not already in ODISS. [CALEA 22.2.5] b. The client must be advised that they are assuming all associated costs for the hiring of secondary employment officers. c. The watch commander shall direct the employee to log into the MCAD in off-duty employment status. d. The employee agreeing to work the job shall ensure that the Form P-0489 (Secondary Employment Application) and the Form P-0770 (Secondary Employment Information and Guidelines) are completed and forwarded to the Secondary Employment Unit within three working days after working the job. 3. The minimum hourly rate of pay for enforcement related secondary employment shall be determined through the collective bargaining process. When a sergeant or above is needed or required to serve in a supervisory capacity, the sergeant shall receive a higher rate of pay over the minimum rate of payment for a police officer. 4. The Secondary Employment Unit shall approve jobs in which it is agreed that police officers receive a minimum of three hours pay for enforcement related secondary employment performed. An exception is permitted when the client and an employee expressly agree to a minimum of less than three hours. [CALEA 22.2.5] 5. When enforcement related secondary employment requires the use of numerous police officers, the following criteria shall apply: a. For every five police officers required at a specific time and location, at least one supervisor holding the rank of sergeant or above is required; b. The Commanding Officer of Secondary Employment Unit shall add additional supervisors and officers as needed; c. If an appropriate ranking officer is not available, a Police Officer-In-Charge (PIC) shall be designated by the Commanding Officer of Secondary Employment Unit. In incidents where no PIC has been designated, the senior officer working the job shall assume the responsibility of PIC; and d. Spouses or relatives (by blood or marriage) shall not work at the same job site and at the same time unless they are supervised by a sergeant or higher ranking supervisor. 6. The complete patrol uniform, including body armor, shall be worn during all enforcement related secondary employment jobs. The Chief of Special Events or designee may grant exceptions to the uniform and body armor requirement on an event-by-event basis. a. Officers shall wear reflective vests or other approved high visibility apparel and maintain a visible position outside of their vehicles to direct traffic, as needed, when engaged in enforcement related secondary employment work involving traffic direction or control. b. Reflective vests must also be worn when engaged in traffic direction or control at roadway construction jobs, unless specifically given an exemption by a watch commander or higher authority because of the circumstances of the job (e.g., no traffic control function is performed only a presence needed, etc.). c. Officers assigned to specialty units (e.g., Aviation Unit, Canine Unit, Marine Unit, Beach Unit, or Bike Unit) shall wear the complete regulation issued patrol uniform when engaging in secondary employment, unless the secondary employment is of such a nature that requires their special uniform. (e.g., working waterways for special events for the COJ, canine exhibit, and community projects). d. Corrections officers, and other uniformed civilian employees, shall not wear their issued uniforms in the course of any secondary employment except when they are employed in an official capacity by the COJ or are specifically authorized by the Sheriff or his designee. 7. Personnel working secondary employment are subject to agency recall or mandatory special events scheduled overtime. 8. No officer shall engage in secondary employment involving the potential for domestic disputes, unless a minimum of two police officers are assigned, and the client is approved to hire secondary employment. 9. Officers engaging in secondary employment involving the use of police authority, whether in or out of uniform, shall be subject to the supervision of the next higher-ranking officer on duty in the district where the officers are employed. 10. Enforcement related secondary employment, which requires leaving the confines of Duval County, requires the approval of the Director of Patrol & Enforcement. 11. Employees are prohibited from working secondary employment on any day they are on federal active duty orders (Title 10) or are on military leave (including employees who have military weekend drills or military annual training). 12. No member shall become involved in any labor controversy or protest activity in connection with any secondary employment. a. In the event such a conflict arises where an employee is engaged in secondary employment, that member shall immediately seek the advice of the watch commander (Refer to Order 287 [Protest Activity]) and shall be governed by the instructions given; and b. The watch commander shall notify the Secondary Employment Unit of the controversy. 13. Rent free, reduced rent residences, or other related forms of compensation in exchange for courtesy officer services are considered to be enforcement related secondary employment. a. This type of employment shall require the submission of the electronic Form SP-0052 (Secondary Employment Authorization). b. The form shall be reviewed and approved by the employee’s chain of command and forwarded to the Secondary Employment Unit for final approval. The following are also required: (1) The client must complete and submit a Form P-0489 (Secondary Employment Application) and a Form P-0770 (Secondary Employment Information and Guidelines); (2) A copy of the executed lease agreement and any other related documents must be provided to the Secondary Employment Unit, where it shall be maintained in the employee’s secondary employment file; and (3) Non-sworn employees acting as courtesy officers and receiving rent-free or reduced rent apartments have no real or implied police authority, and as such, shall not engage in any form of law enforcement activity. Clients hiring non-sworn employees shall be informed that they are hiring a civilian employee, not a police officer. 14. The Commanding Officer of Secondary Employment Unit shall not approve employment Opportunities that include outside agency personnel performing duties under the coordination and direction of a JSO job scheduler. 15. Potential clients having a need to hire multiple agencies shall be informed of the necessity to have a separate and distinct job scheduler from each agency. The only exception to this policy is the mutual agreement between agencies, which requires the approval of the Sheriff. 16. No JSO supervisors/officers shall work enforcement secondary employment at any University of North Florida facilities, nor in Atlantic Beach, Neptune Beach, or Jacksonville Beach, without notifying the respective agency and allowing their supervisors/officers the option of working or deferring the secondary employment to JSO supervisors/officers. 17. Supervisors shall not engage in secondary employment under the supervision of another JSO employee of lower rank. 18. Employees are prohibited from engaging in secondary employment while in an on-duty status. 19. Employees are prohibited from receiving secondary employment pay to park a marked or unmarked police vehicle at a particular location without being present to work enforcement related secondary employment at that location. 20. Entry level probationary police officers may engage in secondary employment when approved by the Director of Patrol & Enforcement. Officers on probation who have a minimum of four years’ experience with another agency prior to being employed by JSO and who have completed the JSO Field Training Officer (FTO) program shall be able to work secondary employment. 21. Employees are prohibited from working any secondary employment due to any of the following circumstances: a. While under investigation for a criminal action, administrative action, or discipline which could lead to a suspension or termination of employment; b. While on bereavement leave; c. While on limited duty, including failure to take or failing the physical abilities test; d. While receiving Workers’ Compensation wage loss benefits from injuries sustained on duty; e. While on administrative leave; f. While on Family Medical Leave Act (FMLA) as described in Order 519 (Family Medical Leave Act); g. While on retirement leave or terminal leave; h. While relieved of duty; i. While on Federal Active Duty Orders (Title 10) or any other military leave (paid or unpaid); j. While on paid parental leave; or k. While on sick leave. 22. The Commanding Officer of Secondary Employment Unit shall be advised, in writing, of any employee who is not in good standing and suspended from working secondary employment by the employee’s commanding officer. [CALEA 22.2.5] 23. Employees shall not engage in secondary employment following sick leave, injury on duty (IOD), light duty, FMLA (with or without pay) to include paid parental leave, bereavement leave, until they have been on regular days off for two days, or worked one day. Employees cannot be on paid military leave and earn overtime for the same period. Members are prohibited from working secondary employment on any day during which they have utilized military leave. 24. Employees are required to adhere to the Eight-Hour Rest Rule and the 120-Hour Monthly Limit for secondary employment and scheduled overtime, as outlined in Order 513 (Compensation and Leave). 25. Failure to conform to work standards concerning work hours and rest periods shall result in the progressive discipline process as established in Order 501 (Code of Conduct). 26. Employees may only engage in secondary employment when it presents no potential conflict of interest between duties as a JSO employee and duties required by the secondary employment employer. Potential conflict of interest issues shall be resolved by the Chief of Special Events. [CALEA 22.2.4] 27. Employment involving potential conflicts of interest is prohibited whether or not compensation is received. Examples of conflicts of interest include, but are not limited to: [FCAC 4.07] a. Working as a process server or special process server, court document runner (civil or criminal), bill collector, one who repossesses vehicles or other property, or any other similar employment in which a police officer might be expected to exercise his sworn authority to the client’s benefit; b. Performing personnel investigations or any employment, which might require access to criminal history information, records, or files as a condition of employment; c. Wearing the JSO uniform or use of equipment in the performance of tasks other than those of a law enforcement nature (e.g., commercials, advertisements, promotions, etc.) unless approved by the Sheriff or designee; d. Voluntarily assisting, in any manner, the case preparation of the defense in any criminal action; e. Employment prohibited under F.S.S. 561.25, which includes engaging in the sale of alcoholic beverages, or being employed directly or indirectly, with or without compensation, in connection with the operation of any business licensed under the beverage law unless otherwise permitted by statute; f. Employment involving bail bond agencies; g. Investigative work for attorneys, insurance companies, collection agencies, security firms, or other related businesses; h. Employment of a sworn police or corrections officer as a private watchman, private guard, bouncer, or private store detective other than approved enforcement related secondary employment under this policy; i. Other employment which adversely affects the performance of official duties or which creates an ethical violation, a violation of ordinance, or a violation of F.S.S.; j. When the secondary employment involves operation of a taxicab or other public passenger vehicle without permission of the Director of Patrol & Enforcement; and k. When an employee requests to have an interest in or work at a pawnshop in a capacity other than for security purposes. 28. No secondary employment job shall be authorized if a client places any restrictions or requests any assignment of personnel in a manner that violates Order 514 (Discrimination and Harassment). [CALEA 22.2.4] 29. Employees who are actively assigned to perform undercover operations are required to protect their identities both on and off duty. Members assigned in an undercover capacity as their primary assignment are prohibited from working secondary employment/COJ overtime where they are readily identifiable as police officers unless authorized by their assistant chief. [CALEA 22.2.4] 30. Employees may not work enforcement-related or non-enforcement related secondary employment that constitutes a threat to the status or dignity of the JSO. Examples of employment presenting a threat to the status or dignity of the JSO are: [CALEA 22.2.4] a. Establishments whose primary purpose is to engage in the sale of pornographic books, magazines, sexual devices, and or videos; or b. Establishments that provide sexually based entertainment (e.g., bikini dancing, etc.) or services of a sexual nature. 31. No employee shall follow any policy, procedure, or directive of a secondary employment employer, which is inconsistent, incompatible, or in conflict with the policies, procedures, and directives of the JSO. [CALEA 22.2.4] K. Administrative Action [CFA 4.06] 1. The Secondary Employment Unit may initiate inquiries into potential secondary employment violations. Based on the findings, the Assistant Chief of Special Events shall forward the findings to the Internal Affairs Unit or the Integrity Unit for serious misconduct or to the officer’s chain of command for minor violations. 2. The Commanding Officer of Secondary Employment Unit has the authority to suspend an employee from working secondary employment if it is determined to be in the best interest of JSO. [CALEA 22.2.5] 3. The Assistant Chief of Special Events shall ensure that the employee’s division chief, assistant chief, and commanding officer are notified of the suspension of secondary employment privileges. 4. The employee’s chain of command shall also notify the Commanding Officer of Secondary Employment Unit of any corrective actions taken related to any violation of secondary employment policies. Corrective action guidelines for secondary employment violations are outlined in order 501 (Code of Conduct). #