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Title Administration / Policy B-12
Effective Date 9-13-04
Rescinds 8-1-04
Subject Off-Duty or Secondary Employment
Purpose To establish policy regarding off-duty or secondary employment.
Scope This directive applies to all personnel.
Reference Code of Conduct Section 5.17, Regent’s Rules Part 1 Chapter 3 Section 13
CALEA 22.3.3
  1. Definitions:
    1. Off-duty employment: Employment that will not require the use or potential use of law enforcement powers by employees of this department.
  2. Administrative Approval:
    1. Employees must receive approval from the Chief of Police to engage in off-duty employment or business activities.
    2. The UT Austin “Request for Approval of Outside Employment” form must be completed and forwarded to the Chief of Police for approval.
  3. Conditions:
    1. Employees may engage in off-duty employment meeting the following criteria.
      1. Employment of a non-police nature in which vested police powers are not a condition of employment.
      2. The work provides no real or implied law enforcement service to the employer and is not performed during the employee’s assigned duty hours.
      3. Employment that presents no potential conflict of interest between duties as a police department employee and duties for the secondary employer. Examples of employment representing a conflict of interest are:
        1. As a process server, repressor, bill collector, towing of vehicles, or in any other employment in which police authority might tend to be used to collect money or merchandise for private or civil purposes.
        2. Personnel investigations for the private sector or any employment which might require the employee to have access to police information, files, records, or services as a condition of employment.
        3. In a University of Texas System Police uniform while in the performance of tasks other than those of a University of Texas System police officer in the performance of official duties.
        4. For a business or labor group that is on strike.
      4. Employment that does not constitute a threat to the status or dignity of the police department employee or the University of Texas System - Office of the Director of Police. Examples of employment presenting a threat to the status or dignity are:
        1. Establishments which sell pornographic books, magazines, sexual devices, or videos, or that otherwise provide entertainment or services of a sexual nature.
        2. Any employment with, or work in any business whose primary source of revenue, or primary service is the sale or serving, transportation, delivery, or manufacture of alcoholic beverages.
  4. Restrictions:
    1. Requests for outside employment or business activity will not be granted under the following conditions:
      1. New employees who are on probation.
      2. Employees who have not completed the FTO program.
      3. Employees who are on medical or other leave due to sickness, temporary disability, or an on-duty injury.
      4. When the duty would be incompatible or inconsistent with the performance of departmental police duties or interfere with their position as a police officer.
      5. When the duty or activity would be undignified or would tend to lower the prestige of the department.
      6. When the hours of such employment would impair the officer’s ability to efficiently perform departmental duties.
      7. When the employment would be of such a nature or location that would make the officer unavailable for emergency call back duty.
    2. Permission may be revoked where it is determined pursuant to written directives that such outside employment is not in the best interest of the department.
    3. Department employees are prohibited from using University of Texas System badges or any uniform item or equipment issued them by the University of Texas Police Department.