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E. The Department will compensate the officer for court time that results from the officer’s secondary
employment if related to the exercise of police powers. Court time generated by secondary employment
should not be billed to the secondary employer.
F. If an officer responds or is directed to respond by a supervisor to a call for service unrelated to
secondary employment, the officer will revert to an on-duty status and note their time for adjustments
in compensation for extra duty.
NOTE: The Department will compensate the officer at their regular or overtime rate of pay, as
applicable, for any time spent on law enforcement actions or activities that the Department
mandates and require the officer to work past the regularly scheduled duty hours of the
secondary assignment (e.g., Departmental paperwork, processing prisoners, etc.).
G. The Chief of Police is authorized to establish minimum rates of pay to be charged for secondary
assignments. Rates will be provided on the Secondary Employer Request Application (NNPD Form #
33). The minimum rates of pay established for supervisory personnel (sergeant and above) only apply
when the individual is serving in a supervisory capacity and shall be in accordance with their secondary
employment assignment rank. If a supervisor is working secondary employment in a non-supervisory
capacity, the minimum pay rate shall be in accordance with that of the officer/detective. If any portion
of the work assignment is spent in a supervisory capacity, they shall be paid in accordance with their
secondary employment rank for the entire assignment.
H. Records associated with secondary employment operations will be maintained per the Virginia
Records Retention Act.
I. Any request for an exemption to this policy must be forwarded through the officer’s chain of command
to the Chief of Police prior to the sworn employee engaging in secondary employment. Approvals will
be forwarded to the SEC in writing. [22.2.5(a,c)]
IV. Eligibility to Participate
A. The Chief of Police reserves the right to determine officers’ secondary and off-duty employment status
based on potential conflicts of interest.
B. Officers must be eligible for independent patrol before they can work secondary employment.
C. Before engaging in secondary employment, personnel shall complete and submit an Application Request
for Secondary Employment. This form shall be submitted through the chain of command to the officer’s
respective precinct/division commander (or bureau commander for employees holding the rank of captain).
[22.2.5(a,e)]
D. The employee’s immediate supervisor must recommend approval or denial of the request for
secondary employment. If denied, the supervisor will indicate the reason(s) and forward the
application to the next step in the chain of command.
E. Approval will be granted or refused by the employee’s precinct/division commander based on
Departmental policies and the recommendations of the reviewing supervisors. If approved, the
employment application will be valid until it is suspended, revoked, or terminated (see section IV. I).
When secondary employment is suspended or denied for performance or disciplinary reasons, and the
employee still wants to participate in secondary employment, they must submit another application:
[22.2.5(c)]
1. After the suspension from secondary employment time frame has been met, per the disciplinary
notification, or
2. Three months after the denial for performance reasons where secondary employment status was
not part of a disciplinary action.
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