This page uses extracted PDF text. Text can misread numbers, dates or table columns. Check the PDF before quoting or interpreting it. Redacted areas remain redacted.
F. All original secondary employment forms shall reside with the SEC to ensure that the process complies
with policy. [22.2.5(d)]
G. Civilian Employees [22.2.3]
1. Civilian employees should review the City of Newport News Personnel Administrative Manual
(PAM) 1000 Standards of Conduct for additional information regarding employee conduct off-
the-job.
2. Civilian police employees must submit requests for off-duty employment when the employment
offer is directly attributable to the employee’s Department position and authority granted to them
by the City (i.e., police aides).
NOTE: If there is any question regarding whether an offer of employment requires Department
approval, the employee should contact their immediate supervisor.
3. Police aides may work department-approved secondary employment to conduct traffic control.
When working secondary employment traffic control, police aides must follow the same standards
and protocol as sworn officers.
4. Police aides will be paid at the minimum rate of pay established by the Chief of Police, listed on
the Secondary Employer Request Application (NNPD Form # 33).
H. Auxiliary officers are prohibited from engaging in any form of secondary employment defined in this
policy.
I. Denial, Revocation, or Termination of Secondary Employment
1. Secondary employment may be denied, revoked, or terminated for any of the following
circumstances: [22.2.4;22.2.5(b,c)]
a. The employee is not performing satisfactorily;
b. The employee fails to meet the minimum established requirements of their assignment within
the Department;
c. The employee has either been charged with a criminal offense or a group 2 or group 3
administrative violation, which has not been disposed of in the employee’s favor.
d. The employee has been assessed disciplinary points for a group 2 or group 3 misconduct violation
per ADM-210 Standards of Conduct or counseled for unsatisfactory work performance or
misconduct within the preceding six months.
e. Special consideration is required in scheduling the officer’s regular duty hours.
f. The employee is restricted to a light-duty assignment, on administrative leave, worker’s
compensation, PML, FMLA (see section V.G.), or suspension. This does not include SC’s
conducting administrative duties.
g. The officer has failed to obtain secondary employment approval or allowed the current
documentation to expire.
h. Excessive tardiness or unexcused absences from secondary employment assignments.
2. The Chief of Police may deny, revoke or terminate employee secondary employment privileges to
regulate program activities.
3. If an employee’s eligibility is denied, revoked, or terminated, the appropriate commander or
designee will notify the SEC in writing within two (2) business days of the eligibility status change.
ADM-360 - 4 of 8 – 01/09/2023Jump to an indexed page (8 of 8)