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107 Cards in this Set
- Front
- Back
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Serious incident : name 5 serious incidents in which employees may be apart of |
Involves death Serious injury(hospitalization) Officer involved shootings Prolonged/violent tactical operations Major disaster scenes |
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Primary briefing |
Conducted by the on-scene supervisor at a confidential location (i.e. Inside a building, Mobile activity command (MAC) van) and will include a detailed dissemination of the information available on the incident |
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Secondary Briefing |
Conducted by a person designated by the on-scene supervisor and will be a general information session |
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Notifications during critical incidents |
The on-duty commander Will be making notifications The phoenix law enforcement association on call representative will be notified from a list maintained by the duty commander, designee, or the Communications Bureau The phoenix police sergeant and Lieutenant association on call representative will be notified from a list maintain by the duty commander, designee or the communications bureau |
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PLEA and/or PPSLA representative |
ONE PLEA and/or ONE PPSLA representative may respond to the scene and attend the SECONDARY briefing conducted by a person designated by the on-scene supervisor |
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Plea and/or PPSLA |
The PLEA and/or PPSLA representative who responds to the scene WILL NOT be the representative who directly represents the affected employee during the investigation |
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Serious incident procedures |
When employees are involved in a serious incident, a supervisor or designated officer will accompany the involved employee away from the scene to a quiet place as soon as possible (I.e. A restaurant) |
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Serious incident procedures continued |
When multiple employees are involved, separation of those involved is necessary to avoid common discussion
When practical, every effort will be made to provide one on one support to employees involved in serious incidents( one supervisor or designated officer per involved employee) |
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Serious incident procedures continued |
When multiple employees are involved, separation of those involved is necessary to avoid common discussion
When practical, every effort will be made to provide one on one support to employees involved in serious incidents( one supervisor or designated officer per involved employee) |
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List of employee/s involved will be restricted to the following: |
Designated supervisor or officer who accompanies the employee/s away from the scene Critical incident stress management personnel or Chaplin Plea – PPSLA representative upon request of the employee General investigations bureau Professional standard Bureau representative Incident review unit representative Family members if appropriate |
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Critical incident Stress Management (CISM) |
If a critical incident stress management team is dispatched, one on one support to the employees involved in a serious incident should be encouraged and provided at the location where the employees were directed |
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Discussion of incident |
Employees involved in a serious incident will be allowed to talk about the incident except to another employee that is also involved in the incident |
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On scene briefings PRIMARY |
Primary briefing: the following will participate in the primary briefing: Assigned criminal investigators Phoenix police management County attorney office rep PSB investigators and supervisors Incident review unit Rep Phx pd media relations personal
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Secondary briefing |
PLEA and/or PPSLA represent CISM coordinator or designee Any other interested parties who are allowed by the on-scene supervisor |
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Transfer Policies |
The Police Chief will determine transfers and establish methods and processes by which transfers are completed.
The Office of Administration is responsible for the review and approval of transfers, and reserves the right to amend or change any transfer The transfer list is generated by staff members of the Fiscal Management Bureau (FMB). |
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Transfer request |
All transfers will occur on Mondays All signed Transfer Request forms are to be forwarded to Fiscal Management Bureau (FMB) by noon on Wednesday the week prior to the effective date of the transfer. All employees will use the Transfer Request Form 80-515D when requesting a transfer from one position to another, even when the transfer is to a position where a memorandum and/or résumé is requested. |
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transfer request further |
Employees may submit a Transfer Request form for any position they are interested in at any time.
Employees may have unlimited Transfer Request forms on file; however, employees are responsible for managing their Transfer Request forms and should only apply for positions of genuine interest. A Transfer Request form may be as general or specific as desired |
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transfer request further |
When a position is not advertised in the TOB, Transfer Requests forms signed by the bureau/precinct commander/administrator and on file with the bureau/precinct administrative sergeant or designee as of noon Monday, two (2) weeks prior to the official opening date, will be considered first for that particular position (see section 7.A of this order for positions not requiring advertisement).
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Routing and Maintenance of Transfer Request Form
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Once submitted and signed by the employee’s chain of command, Transfer Request forms will be distributed as indicated: ORIGINAL - Sent to the bureau/precinct housing the desired position COPY - Given to the requesting employee
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Maintenance of Transfer Request Form
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Duration/Rescinding of Transfer Request Forms - It is the employee’s responsibility to rescind all unwanted Transfer Request forms when they are no longer desired.(1) All Transfer Request forms will expire January 31st of each year
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Maintenance of Transfer Request Form
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(2) Employees may rescind a Transfer Request form at any time prior to the date/time listed in section 3.C.(3) below, by directing a written notice/email to their supervisor. • Once received by the employee’s supervisor, the written notice/email will be forwarded to the requested transfer location. • The original Transfer Request form and the written notice/email will be placed in a rescind file until January 31st, at which time it will be purged. (3) The last possible date to rescind a Transfer Request form is 5:00 p.m. on the Monday one week before the transfer
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Length of Time Required in Assignment
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Employees who accept an At-request transfer or a transfer to a specialty position (with or without a list) will remain in that assignment for a minimum of one (1) year. • Employees may submit a Transfer Request form at any time; however a new transfer will not be granted until twelve months have passed since accepting their current assignment (this may result in an employee being passed over until he/she has met the current time in assignment requirement and is eligible).
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Length of Time Required in Assignment
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Exceptions To The Mandatory One-Year Rule: • Employees requesting a transfer to patrol (seniority process) from a specialty position
NOTE: Employees who transfer to patrol (seniority process) from a specialty position prior to completing their one-year commitment will not be eligible to transfer to any specialty position until their original one-year commitment date has passed |
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Length of Time Required in Assignment
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When an employee accepts a position from a specialty assignment eligibility list, the employee may submit a Transfer Request form to a position within the “work unit for the purpose of transfer”. EXAMPLE: An officer is placed on the motor list, is selected from the list, and accepts an opening at the Traffic Bureau North. Once assigned, the officer may submit a Transfer Request form to another motor squad within the Traffic Bureau in the north or south zone
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Probation officer transfer request |
Probationary employees cannot submit a Transfer Request form until 11 months have passed, and a new transfer will not be granted until they have completed their probationary period.
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Duration of Temporary Assignments
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(1) Temporary transfers will normally not exceed 30 days.
(2) Temporary transfers will require approval of the affected bureau/precinct commander/ administrator and completion of transfer paperwork. |
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GENERAL TRANSFER QUALIFICATIONS
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A newly promoted sergeant/lieutenant will remain in the position for one (1) year
The officer/sergeant/lieutenant with the most seniority in rank will be selected to fill the position. |
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TRANSFER QUALIFICATIONS
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Officers - Must have a minimum of three (3) years experience as a Phoenix police officer by closing date of the job announcement.(a) Once probation has been completed as a Phoenix police officer, lateral and prior service certified police officers may use 50% of other police agency time to meet the three (3) year requirement.EXAMPLE: Probationary year with the Department plus four (4) years with another police agency (50% of four (4) years equals two (2) years), total time is three (3) years.
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UNDERCOVER OFFICER/SPECIALTY DETAIL ROTATION
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Undercover officer/specialty detail rotation applies to the following assignments:(1) Undercover detectives assigned to the Street Enforcement Squads of the Drug Enforcement Bureau (DEB)(2) Undercover officers assigned to the Vice Enforcement Unit of DEB(3) Mayor’s Protection Detail (sergeant and officers)
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UNDERCOVER OFFICER/SPECIALTY DETAIL ROTATION further
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The maximum length of assignment for officers assigned to affected positions will be five (5) years.EXCEPTION: Maximum length of assignment for officers/sergeant assigned to the Mayor’s Protection Detail will be four (4) years.(1) The affected assistant chief may grant an extension when scheduled rotation is deemed contrary to Department interests. In no event will an extension exceed one (1) year.
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UNDERCOVER EXCEPTIONS |
Rotated undercover personnel - May not be considered for transfer back to an undercover assignment until they have served a minimum of one (1) year in a non-undercover capacity.(6) Rotated Mayor’s Protection Detail personnel - May not be considered for transfer back to the Mayor’s Protection Detail until they have served at least four (4) years outside the detail.
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SELECTION PROCESS
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The applicant’s seniority will be worth 10 points as calculated in section B below. An oral interview will comprise of no less than 25 points and no more than 90 points If additional area/s of evaluation appropriate to the position is tested, the remaining points will be attached to the evaluation/s.
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SELECTION PROCESS
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Seniority Formula - This applies to officers/supervisors without breaks in service and officers/supervisors with breaks in service who have returned to work via the provisions of Personnel Rule 18. (There is no loss of seniority when a Civil Service reinstatement is involved.) (1) Police Officer (a) Each full year as a Phoenix police officer will be counted as one-half of a point. (b) A maximum of 10 points will be given for 20 or more years of service.
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LIST |
List – If a list is created, the list will be good for one year, unless exhausted, and will be maintained by the issuing division/bureau/precinct.
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SHIFT/SCHEDULE CHANGE PROCEDURES
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The affected bureau/precinct will post a roster in an easily accessible area for employees to sign to be considered for the vacant position; the roster must be posted for 14 consecutive days. Notice of the vacancy must be advertised within the Bureau/Precinct. Transfer Request forms will not be used for this type of transfer. Memorandum and e-mail requests to be placed on the list will be honored. The applying employees must currently work in the same classification as the vacancy and perform identical duties. Selections will be based on seniority.
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TRANSFER POLICY - SENIORITY SELECTION PROCESS
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GENERAL INFORMATION A. Bureau/precinct commanders/administrators will review transfer requests and/or résumés that are on file from interested officers/supervisors for vacancies. B. If there are no transfer requests and/or résumés on file, bureau/precinct commanders/administrators can solicit transfer requests by publishing an announcement in the Police Department Transfer Opportunities Bulletin. The announcement will include: • Application period • Specific position requested • Short description of the position • Contact person for transfer information C. Precinct commanders will fill vacancies from existing transfer requests on file. • If no transfer requests are on file, precinct commanders may transfer personnel for the good of the department (G.O.D.) to fulfill operational needs.
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POLICE RESERVE DIVISION
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Current full-time Phoenix police officers, in good standing, are eligible to transition to the Reserve Division, without a break in service with the Department, under the following conditions: (1) The employee must submit a memorandum, through their chain of command, to the Reserve Division expressing their interest to transition to the Reserve Division at least 30 days prior to separation date. (2) The Police Chief or designee and Reserve Division Assistant Chief will have the final approval of all employees transferring to the Reserve Division.
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RESERVE OFFICER JOB REQUIREMENTS
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Training (1) All reserve officers will be required to graduate from an AzPOST certified training institution and receive full AzPOST certification prior to squad assignment. (2) Any AzPOST board certified Full Authority Peace Officer joining the Reserve Division program must complete the Department’s Post Academy and Field Training Program. B
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RESERVE OFFICER
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Probationary Period - Upon assignment to a higher classification, all reserve officers will be placed on probationary status for 500 hours commencing with the first day of their new assignment within that class
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RESERVE OFFICER CONTINUED
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Complete and submit a copy of their monthly reserve timesheet to their immediate reserve supervisor and the Reserve Division no later than the fifth calendar day of the following month.
False submission of hours may result in disciplinary action to include termination |
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RESERVE OFFICER CONTINUED
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Attend all mandatory Department and AZPOST in-service training, and maintain records of all their completed training
Ensure that Court Services has the reserve officer’s current work assignment and court scheduling information. • When a reserve officer is unavailable to attend court, a Court Leave slip must be submitted in accordance with Operations Order 2.9.3. • Reserve officers may contact Court Services directly to coordinate scheduling of court to minimize work conflicts |
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RESERVE OFFICER CONTINUED
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All reserve officers, regardless of rank, must serve a minimum of 60 hours per calendar quarter. • An hour is defined as: The time in which a career officer would be paid for on-duty, or in support of the Reserve Division. • Any changes in work status, location, or responsibilities require prior approval of the Reserve Division Assistant Chief and the Reserve Division Commander.
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SGT RESPONSIBILITIES WITH RESERVES |
Responsible for reserve officers assigned to their squad/detail. • Will ensure that each reserve officer assigned to their squad/detail receives all subpoenas and Department mail on a timely basis. • Will keep notes on the reserve officer and will be responsible for completion of their annual performance evaluation, including commendations.
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SGT RESPONSIBILITIES WITH RESERVES
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Performance Evaluations - Reserve officers will be given annual performance evaluations, in January of each year, conducted by the assigned full time supervisor with recommendations from the immediate reserve supervisor as outlined in the Reserve Division manual and Operations Order 3.25, Performance Management Guide. E. Monthly Recap - The maintenance of accurate and complete reserve records for the hours of service completed by each reserve is the responsibility of the Reserve Division.
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POLICE RESERVE DIVISION
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Court Overtime (1) Reserve officers are entitled to the same court overtime and standby pay as full-time officers in accordance with the provisions of Operations Order 3.4, Work Hours/Overtime. (2) Reserve officers, regardless of rank, will be compensated for court overtime at 1.5 times the hourly pay rate of step five for full-time officers.
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RESERVE OFF DUTY |
Off-Duty Work (1) Full Authority Reserve officers may work off duty for compensation with no restrictions on the number of hours worked
Reserve officers will not work off-duty in positions that are paid for by the City of Phoenix |
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Investigations Related to Administration of the Reserve Division
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Reserve Division supervisors will be responsible for investigations relating to the Reserve Division standards, to include the following: • Reserve Division policy • Minimum requirements • Personnel conflicts (2) Investigation results will be forwarded through the chain of command to the designated assistant chief with recommendations.
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Disciplinary Action RESERVE OFFICER
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Reserve officers, regardless of rank, are subject to the same disciplinary action as the other Department employees as outlined in Operations Order 3.18, Discipline Procedures and Review Boards
The final discipline determination will be made by the Police Chief |
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TRANSITION TO FULL-TIME PHOENIX POLICE OFFICER STATUS
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In order to be eligible, the reserve officer must: • Achieve Full Authority Peace officer status. • Receive a “met” on their last two performance evaluations (if available). • Complete the Post Academy and Field Training Programs. • Fulfill 1040 hours of service after completing the Field Training Program. • Successfully maintained reserve officer solo-capable status.
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End of Service Longevity Benefit RESERVE
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Reserve officers must meet all requirements set forth in this policy. • No funds or credits accrued shall be payable unless the reserve officer retires with a minimum of ten years of service (cumulative). • Each year of service will accrue towards a one-time payment, which may be made at the time of the reserve officer’s retirement. • The maximum dollar amount will be $2,500
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Change of N day |
The department will give an officer a minimum seven day advance written notice when n days are changed |
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15 hour/13 hour rule |
There will be a minimum of 15 hours off between shift for officers working a 5/8 schedule and 13 hours off for officers working a 4/10 schedule |
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13/15 hour rule waiver |
Officers assigned to the following bureaus may sign individual statements waiving the 13/15 rule DEB VCB CRB PCB |
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Compensation of overtime |
Holdover overtime for all PLEA unit employees, supervisors, and lieutenants will be calculated after the first 7 minutes of the employee shift. The OT will be calculated to the nearest one-quarter hour |
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COURT OVERTIME
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Employees who appear for a court appearance that has been canceledand have failed to call for verification will not be granted overtime fortheir appearance.
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Work-RelatedPhone Calls OFF DUTY
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Employees will be paid for a minimum of 15 minutes when anycombination of calls equals seven minutes or more. If calls extend past this minimum, overtime will be calculated to thenearest one-quarter hour. |
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Call-Out
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Any time officers are called back after leaving City facilities at a timeother than their regularly assigned shift, officers will receive a minimumof three hours pay at one and one-half times the officer’s base paycalculated to the nearest quarter-hour,
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CALL OUT CONTINUED
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Compensation to officers called out at times other than theirregularly scheduled shift will begin at the time the officer isnotified. The compensation will continue up to 30 minutes beyond thecompletion of the duties for which the officers were called or untilthe officers return to their residence, whichever is first. Where applicable, travel time will be paid only if the total work andallowed travel time exceed the minimum call-out guarantee. Travel time will not apply when an officer is working overtimeplanned in advance. |
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Call-Out Due to Officer Negligence
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Officers called back because of their own negligence will be paid in accordance with paragraph 2.B.(1); however, they will not be eligible for the three-hour guaranteed minimum outlined in this order. If a claim of negligence is disputed, it may become subject to the grievance procedure. |
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OVERTIME PAY
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Overtime pay will not be granted while: On sick leave and the overtime assignment occurs during the employee’s regularlyscheduled work hours On industrial leave
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Stand-by Assignments
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Stand-by assignments will be maintained in, but not limited to: Vehicular Crimes Unit (VCU) Bomb Squad Canine Unit Drug Recognition Experts (DREs) Specialty Vehicle Unit Special Assignments Unit (SAU) Sex Crimes Unit Homicide Unit Assaults Unit Critical Incident Stress Debriefing Team Document Crimes Detail |
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Court Stand-by
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When officers or reserve officers receive a subpoena AND they were not notified 12 hours ormore in advance of the court appearance that they need not stand-by, they are entitled tothe following: Two hours of pay at one and one-half times their base hourly rate of pay for courtdockets scheduled before 1200 hours. If they are required to remain on stand-by after 1200 hours, they will receive anadditional one hour of pay at one and one-half times their base hourly rate ofpay. An additional two hours of pay at one and one-half times their base hourly rate of payfor court dockets scheduled after 1200 hours |
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Expiration of Stand-by
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The stand-by period will end at the time officers receive notification they are nolonger required to stand-by. If officers are not notified, the stand-by period will automatically end at 1700hours. |
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Employees Scheduled for Leave
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Employees who scheduled a leave 30 calendar days in advance through theirimmediate supervisor in accordance with Department policy, and who subsequentlyare placed on court stand-by or are required to appear in court will, by their choice,receive overtime pay in addition to the leave day.
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Employees Scheduled for Leave
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Employees who scheduled a leave day, but failed to do so within 30 calendar days inadvance and who are placed on stand-by or called to court, will receive overtime pay;however, the number of leave hours taken will be reduced by the number of overtimehours paid.
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ABSENT WITH RELIEF (AWR) PROGRAM
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Employees may be granted the opportunity to exchange shifts up to a maximum of ten shifts per year. 28 DAY PERIOD WHEN EMPLOYEES CAN DO AN AWR
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AWR CONTINUED
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Probationary year employees will only be eligible to participate in the program after they have received a "Met" for overall performance expectations on their six-month Performance Management Guide (PMG)
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AWR CONT
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If the employee who is to provide the relief fails to do so for any reason and additionally fails to find a replacement, the employee that originally requested the AWR will be required to submit leave time (vacation, personal, or compensatory) for the appropriate number of hours
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Partial Shift AWR
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Partial shift AWRs are subject to the same guidelines as a full eight- or ten-hour shift AWR, without exception. Partial shifts must be a minimum of four hours for an eight-hour shift or five hours for a ten-hour shift.
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Differential Pay
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Night Shift Differential A night shift that ends at or after 2200 hours. Weekend Differential Any shift beginning at or after 1400 hours on Friday through any shift or any portion of a shift beginning at or before but not after 2359 hours on Sunday |
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Leave of absence |
Total leave time will be shown in hours All leave may be taken in quarter-hour increments |
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Leave of absence |
Total leave time will be shown in hours All leave may be taken in quarter-hour increments |
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Employees on sick leave on a holiday |
Employees on a 4/10 work schedule who are ill on a holiday may charge the 2 additional hours to sick time if they have followed proper notification procedures |
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Supervisor responsibilities for leave/holiday |
Supervisors evaluate attendance based in part on the number of unscheduled absences in any 12 month period |
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Unscheduled leave |
Supervisors may counsel an employee once the employee has a total of 6 unscheduled absences and take corrective action FMLA absences are not included |
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Tardiness |
Tardiness of 7 or more minutes will be rounded to the nearest 15 minutes. The time while tardy is charged to leave without pay
If an employee is less than 7 minutes, the supervisor cannot charge the employees leave bank |
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Illness While On Vacation
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An employee who becomes ill while on a scheduled vacation may charge his sick leave bank only if the illness required hospital confinement or was approved as an FMLA absence.
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FAMILY AND MEDICAL LEAVE ACT (FMLA)
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The Family and Medical Leave Act of 1993 requires the City of Phoenix to provide up to 12 weeks of protected leave per calendar year for certain family and medical reasons.
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FAMILY AND MEDICAL LEAVE ACT (FMLA)
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Eligibility - To be eligible to request leave under FMLA, an employee must: Be a full-time employee for at least the preceding 12 months, or Be a part-time or temporary employee who has at least 1,250 hours of service with the City during the 12-month period prior to the beginning of the leave.
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FAMILY AND MEDICAL LEAVE ACT (FMLA)
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Qualifying Events - An eligible employee is entitled to a total of 12 weeks of leave per calendar year for one or more of the following: Birth of a child and to care for the newborn Placement of a child with the employee for adoption or foster care Care for an immediate family member with a serious health condition Serious health condition that makes the employee unable to perform the functions of the employee’s job
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FMLA Leave Requests
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If an incident qualifies under FMLA, the supervisor must request an FMLA packet from FMB immediately, regardless if the employee wishes to file under FMLA or not. (2) If the employee wishes to apply for FMLA, or in some cases the Department designates an employee’s leave as FMLA leave, the documentation must be completed and returned to FMB within 15 days |
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PROBATION FMLA
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Probationary employees on FMLA leave for more than 30 calendar days will have the entire period of absence added to their probationary period.
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Amount of Time Authorized for Emergency Leave (BN)
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(a) Life Threatening Emergency - The duration of emergency leave will be limited to the emergency situation, such as a family member in intensive care, and will not exceed 40 hours.(b) In the case of a non-life threatening illness or injury, such as a child becoming injured at school, a maximum of one shift (8 or 10 hours) may be authorized.(c) Air travel time (up to two days) will be allowed for out-of-state emergencies in addition to the limit of 40 hours
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Serious Injuries
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When an employee is treated at a hospital or is hospitalized for on-duty injuries, the supervisor will: • Notify the ranking supervisor on duty. • Contact FMB in order that further arrangements for the employee’s care can be made. • Notify FMB if the employee or family members are in need of advice or assistance regarding employee benefits
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Processing Industrial Paperwork
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The immediate and reviewing supervisors will forward the forms and a photocopy of the employee’s memorandum to FMB prior to the end of the third calendar day following the day of the injury
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Industrial Leave
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(1) Employees on industrial leave and assigned to their home will be considered to have the same duty hours and N-days, up to a seven-calendar-day period, as the squad to which they were assigned when the injury/illness occurred. (2) After the seven days, they may be reassigned to new duty hours and/or N-days |
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Employee Assistance Program
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A program offered by the City that provides professional counseling services to eligible police personnel and immediate family members
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Critical Incident Stress Management (CISM)
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A program that has been developed to mediate the effects that result from a critical incident
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EMPLOYEE ASSISTANCE PROGRAM
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A. Eligibility for Program - Psychological counseling services are available to any eligible City employee or their immediate family members. B. Benefits (1) Employees and their families are entitled to twelve counseling sessions at City expense. (2) Up to three appointments may be scheduled on work time (no more than two hours each) per year, with prior approval of a supervisor, and time used may be charged to “City Business”.
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CITY LIABILITY
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Authorization Levels Property Damage Only Approval by a bureau/precinct commander is required. Personal Injury Approval by an assistant chief is required. (g) Related Reports - All Report of Property Damage/Loss/Injury forms should be accompanied by copies of any written documentation pertaining to the incident. • This should include Incident Reports (IRs), Arizona Crash Reports (ACR), and memorandums. • Lengthy reports may be summarized on the Report of Property Damage/Loss/Injury form, or sections of reports that deal with the property damage/injury incident may be submitted. (2) Photographs - Photographs should be taken of any damage
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OFF-DUTY WORK
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GOVERNING PRINCIPLES - City Administrative Regulation 2.62 governs all off-duty work by all City employees.A. Working off-duty is a privilege extended by the department, not a right of employment.B. Department employees working off-duty will be subject to the same rules and regulations governing on duty conduct.C. Off-duty employment will not be allowed to interfere with the employee’s performance or responsibilities to the Department.
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PROCEDURES FOR OBTAINING OFF-DUTY WORK
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Employees who wish to work off-duty jobs will do the following: Complete the Request for Off-Duty/Extra-Duty Work and/or Coordinator Position Form 809D and forward through the chain of command to the Off-Duty Work Detail supervisor. Officers will include their serial number, N-days, work hours, desired work days, and contact phone numbers
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Employees will not solicit businesses for off-duty work; businesses requesting an officer for off-duty work will be referred to the Off-Duty Work Detail. Businesses may be advised they can request a specific officer
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Refusal of Jobs by Coordinators If the coordinator is not a Department employee, the following process will be used |
The coordinator may appeal this suspension in writing to the Off-Duty Work Detail supervisor within five calendar days from the date of receipt of the notice of suspension.(b) The Off-Duty Work Detail supervisor will review the written appeal and will notify the coordinator in writing of the decision within seven working days from the date of receipt.
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Job Site Re-Approvaloff duty
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Recurring jobs that have received permanent job site approval will require re-approval if the statuses of any one of the following categories change: Type of job changes, such as traffic changes to security Alcohol consumption is now present when none previously occurred Number of expected patrons requires an additional officer to be staffed
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PROCEDURES FOR OBTAINING EXTRA-DUTY JOBS
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Employees interested in working extra-duty jobs may submit their names for consideration on a quarterly basis as advertised in the Department Newsletter
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REFUSAL OF EXTRA-DUTY/SPECIAL EVENT JOBS BY EMPLOYEES
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Two or more “turndowns” may constitute just cause for suspension or revocation of working extra-duty/special event jobs
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REFUSAL OF EXTRA-DUTY/SPECIAL EVENT JOBS BY EMPLOYEES
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If contact of an employee is unsuccessful (within 15 minutes), the job will be given to the next employee on the list and the unsuccessful contact will be placed at the bottom of the list (exigent circumstances may alter the 15 minute waiting period).
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reserve off duty
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Reserve officers will not work off-duty in positions that are paid for by the City.
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SPECIFICATIONS FOR PROBATIONARY
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May be permitted to work off-duty under the following conditions: The officer has completed six months of probation and is solo-capable. The officer has received an overall rating of “Met” on their six-month performance evaluation. The officer is a lateral transfer from another agency and regardless of time on probation, has completed Field Training, and has their commander’s approval.
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SPECIFICATIONS FOR RESERVE
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Reserve officers will be permitted to work off-duty for compensation after their functional supervisor has verified all the following conditions: Must adhere to all Department regulations and policies Must be solo qualified Must be current with their reserve work hours (60 hours per calendar quarter) Must work in uniform capacity only
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SPECIFICATIONS FOR CIVILIAN EMPLOYEES
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Civilians wishing to work off-duty, with or without compensation, for a business that may represent a conflict of interest to the Department must first complete and forward the request for Off-Duty/Extra Duty Work and/or Coordinator Position form for such work through their chain of command. The employee will seek guidance from a supervisor as to whether a conflict may exist. This provision includes self employment
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Staffing Guidelines for Off-Duty Jobs
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Officers There will be at least one off-duty officer for every 100 people at an event. Exception to this ratio may be made by precinct commanders, or their designees, based on the nature of the event and/or the participants. For special event liquor permit situations, the precinct commander and the Drug Enforcement Bureau (DEB) commander, or their designees, will confer and together determine the number of officers required.
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Required Number of Employees Sergeants
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There will be one off-duty sergeant for every four off-duty officers at an event. Exceptions to this ratio may be made by the precinct commander based on the nature of the event and/or the participants
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off duty Use of marked/unmarked City vehicles |
Unmarked City vehicles will not be used while performing extra-duty or special event jobs with no exceptions
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SUSPENSION/REVOCATION OF OFF-DUTY WORK PRIVILEGES
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Reasons for suspension or revocation include but are not limited to: Two or more instances of not logging in Working without a supervisor’s approval Soliciting for off-duty jobs Excessive use of sick leave Inability to perform the essential functions of employee’s full time job Engaging in behavior or activity that reflects negatively on the Department Using marked patrol vehicles without a formal request from the off-duty employer Using City vehicles for off-duty, extra-duty, or special-event work without appropriate approval
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The DOU lieutenant reserves the right to suspend/revoke a special event assignment if an employee does not possess or use the following required safety equipment while working a downtown special event:
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Reflective traffic safety vest with the words “POLICE” visible Flashlight with traffic cone for all traffic positions Traffic whistle Traffic box key |
