Policy Text
\n\n--- Page 1 ---\n\nFORT MYERS POLICE DEPARTMENT
GENERAL ORDER 2.2
TITLE: Off-Duty & Extra-Duty Employment
INDEXING: Details, Extra-Duty Employment, Off-Duty Employment, Special Events, PowerDETAILS
ISSUED: 09/01/95 REVISED: 04/28/2025 RESCINDS: 05/08/2024
C.A.L.E.A. STANDARDS: 22 & 46 C.F.A STANDARDS: PAGES: 17
CONTENTS
This general order contains the following sections:
I. Definitions VII. Agency & Supervisor Responsibilities
II. Prohibited Employment/Activities VIII. Officer Responsibilities
III. Extra-Duty Detail Approval IX. Reports & Arrests
IV. Extra-Duty Employment X. Special Events
V. Duties and Responsibilities XI. Injuries & Worker’s Compensation
VI. Time Limits & Restrictions XII. Secondary/Outside Employment
PURPOSE
To establish procedures for the assignment of personnel of the Fort Myers Police Department engaged
in extra-duty employment; and to provide procedures for personnel seeking secondary/outside
employment.
SCOPE
These procedures shall apply to all Fort Myers Police Department personnel.
POLICY
It is the policy of the Fort Myers Police Department to monitor and regulate the nature and duration of
extra-duty and off-duty secondary employment as restricted by statute, and as it affects the operation of
the agency. Employment performed by members for an employer other than the FMPD is a privilege, not
a right. Members are paid for full-time service to the agency, and the Chief of Police retains the right to
approve work after normal duty hours by sworn or civilian members, as a condition of employment.
This includes limiting the number of hours that can be worked outside of regular duty time.
The department allows its members to engage in extra-duty employment, within the geographical
boundaries of the City of Fort Myers, provided the employment does not impair their efficiency, duties, and
responsibilities, and the employment conforms to the written directives of the department.
All extra-duty employment assignments shall be monitored and scheduled by the Extra-Duty Employment
and Special Event Coordinator, who is designated and directly responsible for the coordinated delivery of
extra-duty detail assignment by FMPD members. (C.A.L.E.A. 22.3.5d) All other secondary/outside
employment must be reported to, and approved by, the Chief of Police or designee. Members who
participate in any extra-duty or secondary/outside employment must follow the procedures, guidelines, and
restrictions outlined in this procedure.
G.O. 2.2 Off-Duty & Extra Duty Employment 1 of 17 04/28/2025\n\n--- Page 2 ---\n\nSECTION I: DEFINITIONS
A. Actual Hours Worked: Hours physically on the job. Holidays, sick leave, compensatory time,
or annual leave taken, during a work period are not considered actual hours worked.
B. Calendar Day: For the purposes of this order, a calendar day is defined as the 24-hour period that
starts at 12:00 a.m. and ends at 11:59 p.m.
C. Compensatory Time: Hours given to sworn and civilian employees, in lieu of monetary
compensation, for time worked in excess of scheduled duty hours.
D. Courtesy Officer: Any sworn member working security at an apartment or condominium
complex where the employee resides and receives any compensation (discounted rent or free
services). Note: Members shall not accept or be approved for any courtesy officer employment
outside City of Fort Myers jurisdiction limits.
E. Detail: Any approved extra-duty employment requiring the use of law enforcement authority
contracted through the department by another entity and paid at the contract rate. This does not
include events or occurrences within the city that require police presence and may dictate
assignment of police operations (special events). The department will regulate extra-duty
employment to ensure the employment does not reflect negatively on the profession or the
department.
F. Duty Time: For the purposes of this order, duty time includes regular scheduled work, extra-duty
details, overtime, court appearances, callouts, and any other activity in which the employee is paid
by or through the City of Fort Myers.
G. Extra-Duty Employment: Secondary employment to that of the police department and requires law
enforcement powers as a condition of employment. Includes both (Overtime and Detail pay
Compensation).
H. Extra-Duty Employment & Special Event Coordinator: Chosen by the Chief of Police, the
coordinator is responsible for coordinating, scheduling, and approving extra-duty employment and
special events.
I. Paid Overtime: Monetary compensation paid to sworn and civilian employees for time
worked in excess of scheduled duty hours.
J. Permanent Extra-Duty Employment: Extra-duty employment (more than 2 consecutive weeks)
performed on a regular basis for specific employers, whether seasonal or year- round, which is
coordinated by an employee of the department.
K. PowerDETAILS: Software utilized for the management of all extra-duty employment/details.
L. Secondary Employment/Outside Employment: Secondary employment to that of the police
department and does not require enforcement powers as a condition of employment. Sworn and
non-sworn members may engage in employment that does not relate to law enforcement. The
department will regulate outside or off-duty employment to ensure members do not engage in
employment that may reflect negatively on the profession or the police department.
M. Special Event: Any parade, march, demonstration, protest, rally, ceremony, show, carnival,
exhibition, festival, race, derby, block party, celebration, public gathering, pageant, procession of
any kind, or similar activity on any street, alley, or other public way.
G.O. 2.2 Off-Duty & Extra Duty Employment 2 of 17 04/28/2025\n\n--- Page 3 ---\n\nSECTION II: PROHIBITED EMPLOYMENTACTIVITIES (C.A.L.E.A 22.2.4 & 22.2.5)
A. Employment Prohibited by State Law:
1. Section 561.25, Florida Statutes: Prohibits police officers from engaging in the sale of
alcoholic beverages, and from being employed, directly or indirectly, in connection
with the operation of any business licensed under the Beverage Law. The statute
does not prevent officers from being employed in businesses that have obtained
licenses only to sell beer or beer and wine for consumption off the premises. However,
written approval of the Chief of Police must be obtained for any such employment.
2. Section 648.44(2)(d), Florida Statutes: Prohibits police officers and/or employees of
any police department from being bail bond agents, temporary bail bond agents, or
employees of a bail bondsman or a bail bond business, from receiving, directly or
indirectly, any benefits from the execution of any bail bond. Violation of this statute is
a felony of the third degree.
3. Section 316.640(4)(b), Florida Statutes: States that in the case of a special event or
activity in relation to which a nongovernmental entity is paying for traffic control...traffic
control officers may be employed to perform such traffic control responsibilities only
when off-duty full-time law enforcement officers, as defined in Section 943.10(1), are
unavailable to perform those responsibilities.
4. Section 112.313, Florida Statutes: States that secondary employment cannot
adversely affect the performance of official duties or create a conflict of interest.
B. FMPD employees may work in extra-duty and/or secondary employment when it presents no
potential conflict of interest, (F.S.S. 112.313) between duties as an FMPD employee and the
duties required by an off duty/extra-duty employer. Employment involving potential conflicts of
interests is prohibited, whether or not compensation is received. Examples of prohibited
employment include but are not limited to the following: (C.A.L.E.A. 22.2.5e)
1. Formally or informally endorsing or representing any product or service without prior
approval from the Chief of Police.
2. Working as a bar bouncer, re-possessor of vehicles or other property, or any similar
employment in which an employee might be expected to exe