doc_1835973

WINDERMERE POLICE DEPARTMENT GENERAL ORDER Effective Date: October 6, 2022  Rescinds Amends 17.4 ( December 1, 2019 ) Number: 17.4 SUBJECT: Off -Duty Employment Print Date: 10/06/22 Distribution: All Personnel Review Month: October This order consists of the following: 1. Purpose 2. Policy 3. Definitions 4. Procedures 1. Purpose The purpose of this policy is to establish the parameters for off -duty employment of an employee so that the integrity of the Windermere Police Department and reputation of the individual is protected. 2. Policy It is the policy of the agency to regulat e off -duty employment to ensure an employee’s fitness for duty and to prevent conflicts of interest which might result because of the nature of an employee’s Windermere Police Department employment and any off -duty employment. Enforcement related off -duty employment is a privilege, not a right. Off- duty employment is secondary to duties performed for the Windermere Police Department. The Chief or his designee may revoke, deny, or restrict off -duty employment if it is deemed to be in the best interest of the agency. 3. Definitions A. Enforcement Related Off -Duty Employment – Off-duty employment that is conditioned on actual or potential use of real or implied law enforcement powers 17.4, Page 2 or involving jobs for which the officer is hired as a result of his/her trai ning, background, and/or affiliation as a sworn law enforcement officer. B. Non -Enforcement Related Off -Duty 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 off -duty employer (i.e. any teaching, lawn maintenance, security consulting, etc.) C. Off-Duty Coordinator – An agency member responsible for the overall administration of all off -duty employment services. Responsibilities include, but are not limited to, assessing Secondary Employment Services Applications, acting as a liaison for off -duty employers and agency employees, reviewing all complaints arising from off -duty policy violations and forwarding to th e respective supervisor, assisting with reconciling equipment usage reimbursement accounts, and reviewing data reports to ensure policy is being followed. D. Off-Duty Employer – Any person, government entity, or private business that hires an agency mem ber for employment for any period of time. E. Driving Services – Off-duty employment involving the request for an officer to provide driving services unrelated to personal protection duties because of their knowledge of the geographical area. Personnel pe rform pick -up and drop -off responsibilities only. F. Employee – For the purposes of this policy, any full -time, part -time, or volunteer member of the agency whether non -sworn or sworn. 4. Procedures A. Role of the Off -Duty Coordinator 1. Coordinate off -duty employment of agency personnel, to include assessing all Secondary Employment Services Applications and any revocation process of each extra -duty employer. [2.11M(C)] 2. Act as a liaison for agency employees and off -duty employers when a question of policy arises or a conflict materializes. 3. Resolve disputes arising from off -duty employment and/or related policy, with the Director of Human Resources, via the chain of com mand, being the final arbitrator of conflict. 17.4, Page 3 4. Refer all complaints arising from off -duty employment policy violations to the Deputy Chief. 5. Available “on -call” after hours. B. Off-Duty Job Process 1. Employers desiring off -duty law enforcement services from agency employees must contact the Off -Duty Coordinator and complete a Secondary Employment Services Application . Agency employees approached by potential off -duty employers shall refer them to the Off- Duty Coordinator . a. Any approved off -duty job greater than a thirty -one day duration will be required to submit a new Secondary Employment Services Application each year beginning January 1. 2. Any eligible employee desiring to work off -duty shall be affo rded equal opportunity to do so by calling the Off -Duty Coordinator . [2.11M -(A)] 3. A cancellation fee of four (4) hours may be charged to an employer who fails to notify scheduled personnel who arrive prepared to work the canceled job. 4. Town of Windermere jobs shall be filled before out of town jobs. 5. Any concerns that may arise on the part of the extra -duty employer shall be reviewed by the Off -Duty Coordinator and submitted to the Chief of Police for review, who will then authorize whether to continue wit h the off-duty employment or revoke the contract with the off -duty employer. The revocation of the off -duty employer shall be in writing. [2.11M -(C)] C. Off-Duty Employment 1. Sworn employees of the agency may work off -duty employment that may require the enforcing of criminal, traffic or penal laws of this state when: a. The off -duty employer has prior approval from the Off -Duty Coordinator to employ officers who are able to exercise their law enforcement powers. Some examples of off -duty employment that may require