4.10 Secondary Employment

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Centreville Police Department
Title: Secondary Employment Directive #: 4.10
Issued: 10.1.2016 Revised: 11.23.2016
Approved by: Charles M. Rhodes, Jr.
Chief of Police
A. Policy
It is the policy of CPD to allow officers to work secondary employment subject to certain condition s and
restrictions, as outlined in this directive.
B. Definitions
SECONDARY EMPLOYMENT:
• As used in this section shall mean the rendering of any service or the sale of anything for pay or
remuneration from any source other than the Centreville Police Department or participation in
any activity for which such payment or remuneration is received. This includes entrance and/or
reenlistment into the military reserve components as well as any form of self-employment, but
generally, does not include engaging in investments in real property or securities, or sales on
isolated occasions of the employee's home, car, or other personal property.
EMPLOYEE:
• Except where specific designation is made to "police employee" or to "civilian employee,"
"employee" shall include all employees of the Centreville Police Department.
C. Authorization
1. Employees of the Centreville Police Department shall obtain written authorization from the Chief
before engaging in secondary employment.
2. Employees requesting permission to engage in secondary employment will complete the Request to
Engage Secondary Employment Request Form and submit it to the Chief of Police for review and
disposition. After the Chief of Police reviews the request, and makes a recommendation, he will notify the
affected employee.
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3. Approved or disapproved secondary employment requests will be distributed as follows:
a. original - employee's personnel file
b. copy - employee submitting request.
D. Procedure
1. Liability
a. An injury or illness arising from secondary employment (not a Town-related occupation) is
not compensable by the Town of Centreville. Serious illness or injury suffered during secondary
employment may result in the employee being disqualified to resume employment with the Town of
Centreville.
b. Any injury or illness that arises from or occurs during secondary employment, shall be immediately
reported to the employee’s CPD supervisor.
2. Revocation
a. The Chief of Police may revoke authorization for an employee to pursue secondary employment if
such employment conflicts or is deemed to conflict with his official duties or constitutes a conflict of
interest with the Department, or for any other reason that he, in his sole discretion, deems sufficient.
3. Conditions for Secondary Employment
a. No employee of the Department may accept secondary employment by any entity licensed by, or
under the regulatory control of the Town of Centreville or the Centreville Police Department.
b. Employment that involves work as a private detective, security guard, or which requires investigative
work for an insurance agency, private guard agency, collection agency, attorney, a bail bond agency,
or any private employer employing security guards, etc., may be approved if these businesses are not
licensed by or under the regulatory control of the Centreville Police Department.
(1) Any minor violations committed while an officer is on duty as a security guard (e.g. shoplifting)
will be handled in the capacity of a security guard, and Centreville Police Department employees
will not identify themselves as law enforcement officers. The local police Department will be
called to handle the situation and affect the arrest, if necessary. Any court appearances
stemming from these incidents will be on the officer's off duty time and any compensation
received for that time will be paid by the private employer.
(2) In response to felony violations committed while an officer is working secondary employment as
a security guard (e.g. armed robbery), appropriate enforcement action will be taken. Police
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employees who take such enforcement action are considered to be on-duty from the time that
such action was initiated. In this on duty status, he will be compensated by the Centreville
Police Department and not by the private employer.
c. Secondary employment may be approved for police employees to work in businesses which sell
and dispense alcoholic beverages so long as it is not the primary service of that business
(bar/nightclub). Police employees are prohibited from either the direct selling or dispensing of
alcoholic beverages.
d. Except when specifically authorized by the Chief of Police, uniforms, or parts of the uniform and
equipment (excluding issued sidearm) shall not be used by any employee while engaged in
secondary employment.
e. Secondary employment that would involve the service of civil processes may be approved, as well as
employment that involves driving a taxicab or other public vehicle, if these businesses are not
licensed by or under the regulatory control of the Centreville Police Department.
f. Employees shall not be permitted to engage in secondary employment while on Department sick
leave while working a department assigned shift, or any other Centreville Police Department
assignment. Approval shall not be given if there is an indication that secondary employment will
impair his ability to perform his law enforcement duties.
g. Approval shall not be given for employment that will interfere with the performance of an
employee's official duties, including overtime assignments and response to emergency calls. If
during the course of secondary employment, a police employee finds it necessary to act in an official
capacity, police functions shall be given priority.
h. Police employees who do not receive an appraisal rating of meets or higher in job performance, as
judged by their supervisor, shall not be permitted to engage in secondary employment.
i. Employees who work secondary employment shall have at a minimum, 8 hours off before any
scheduled or assigned shift at Centreville Police Department.
4. Prohibited Employment
a. Application for secondary employment shall not be approved in any of the following instances:
(1) Employment by any entity licensed by or under the regulatory control of the Town of Centreville
or the Centreville Police Department.
(2) The Code of Ethics also prohibits an employee from maintaining a financial interest in any
business or entity under the regulatory control of the Town of Centreville or the Centreville Police
Department. The Code of Ethics thus would not prohibit an employee's spouse from owning a
business regulated by the Town of Centreville but it would prohibit the employee from having a
financial interest in that business.
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(3) Secondary employment which would involve the use of Department records, documents, or files
shall not be approved for any employee.
(4) Directly or indirectly maintaining any financial interest or ownership in any business dealing
directly or indirectly with the manufacture, transportation, or sale of alcoholic beverages.
(5) Directly or indirectly maintaining any financial interest or ownership in any business dealing
directly or indirectly with the manufacture, transportation, or sale of controlled dangerous
substances.
(6) No police employee of the Centreville Police Department may directly or indirectly maintain any
financial interest or ownership in any commercial business establishment engaged in legalized
gambling operations, i.e., bingo, racetrack, etc.
(7) No police employee of the Centreville Police Department may directly or indirectly act as an
employee or agent for a commercial business establishment engaged in legalized gambling
operations, i.e., bingo, racetrack, etc.
(8) Any type of secondary employment that may, because of its location or nature, bring disfavor,
disrespect, or discredit to either the employee or the Department shall not be approved for any
employee.
5. Approval
a. All requests for secondary employment will be forwarded to the Chief of Police using the specified
form.
b. All requests for secondary employment will be examined on an individual basis to insure that no
actual or potential conflict exists within these guidelines.
c. If the Chief feels that a conflict exists, the employee will be advised of the possibility of that conflict
and, if circumstances permit, the Chief may place certain conditions, as appropriate, on the approval
of secondary employment so as not to have any situation which may be a conflict.
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