Policy Text
CONCORD POLICE DEPARTMENT
GENERAL ORDER
SECONDARY AND OUTSIDE EMPLOYMENT
GENERAL ORDER: 03.09 CREATED: December 1, 2000 ISSUE DATE: May 22, 2025
CALEA STANDARD: 22.2.5 EFFECTIVE DATE: May 2 6, 2025
ACTION: Amends general order dated January 23, 2024 .
03.09.0 PURPOSE
The purpose of this general order is to establish policies and procedures for coworkers
who wish to engage in secondary or outside employment opportunities.
03.09.1 POLICY
It shall be the policy of the Concord Police Department to provide secondary employment
opportunities to officers and to fairly manage the secondary employment process. It shall
also be the policy of the department to allow coworkers to participate in outside
employment consistent with this general order.
03.09.2 DEFINITIONS
A. ALCOHOL SALE ESTABLISHMENT
Any tavern, bar, or restaurant that holds an Alcohol and/or Mixed Beverage Permit
and conducts the sale of alcoholic beverages for on-premises consumption as defined
in NC GS 18B -1000(6) . Hotels, conference and events centers, festivals, concerts,
sporting venues, private events and ABC stores are not included in the def inition of
this section.
B. COORDINATED SECONDARY EMPLOYMENT
An employment opportunity that has a predetermined pool of coworkers that have
been approved for secondary employment for a recurring job.
C. EXTRA DUTY SOLUTIONS (EDS)
A company contracted to administer the Concord Police Department’s Secondary
Employment program.
D. JOB SITE COORDINATOR
An officer designated to work with EDS, the secondary employment liaison, and a
specific employer.
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E. OUTSIDE EMPLOYMENT
Any employment outside the coworker’s normal police duties where services are
provided for monetary gain that will not require the use or potential use of a
coworker’s law enforcement powers. Outside employment includes duties and
services performed by those coworkers that are self -employed and receive
compensation or other considerations for services, produc ts or benefits rendered.
This includes, but is not limited to, self-employment such as contracting, teaching or
sales jobs.
F. RESIDENT SECURITY OFFICER (RSO)
Employment of an officer by an apartment or residential community for the provision
of on-site sec urity services in exchange for pay, housing, reduction in rent or other
benefits.
G. SECONDARY EMPLOYMENT
A service conditioned on the actual or potential use of law enforcement authority by
an officer, outside normal Concord Police Department duty hours, for an employer in
exchange for a fee or other service. Secondary employment shall always remain
‘secondary’ to an officer’s on -duty job responsibilities, and shall not in any way
infringe upon an officer’s on -duty job performance.
H. SECONDARY EMPLOY MENT LIAISON
The Support Services Division commander shall coordinate between the Concord
Police Department and Extra Duty Solutions. The liaison shall assist EDS with
approving new off duty request and any other assistance needed from EDS.
03.09.3 SECONDARY EMPLOYMENT APPROVAL
A. The secondary employment liaison shall coordinate and manage secondary
employment.
B. All requests and inquiries concerning brokering of secondary employment of officers
shall be directed to EDS.
C. EDS shall make all secondary employment opportunities available to officers through
the secondary employment management system.
D. Officers that are directly contacted by a private employer regarding employment shall
report the information to the secondary employment liaison. The officer may be
allowed to accept the employment if it complies with this order.
E. Officers or employers wishing to add a business to the list of approved employers,
must submit the required forms to the secondary employment liaison.
F. Employers wishing to hire off -duty officers shall notify EDS seven days in advance.
The seven day requirement may be waived if the employment is in the public’s
interest.
G. The professional image, reputation of the department and officer safety shall be a
primary con sideration in the approval or denial of secondary employment.
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H. No secondary employment shall be accepted until the employer and type of duty are
approved by the secondary employment liaison.
I. Any secondary employment that adversely affects the department or presents a
potential conflict of interest shall be prohibited.
1. Secondary employment may be deemed a conflict of interest by the Chief of
Police which would reflect unfavorably upon the department or officer.
2. A secondary employment application shall not be approved where valid evidence
exists that a business or establishment engages in, or allows, criminal conduct
on or within their premises.
3. A secondary employment application shall not be approved for an employer who
is known to have been convicted of a felony or a violent misdemeanor.
NOTE: If an individual is submitting a secondary employment request as
a representative for a business or corporation, and is not the
actual owner, the individual’s criminal record shall not factor
into the approval decision.
03.09.4 EXTRA