KANSAS CITY, MO. POLICE DEPARTMENT
PERSONNEL POLICY
DATE OF ISSUE
EFFECTIVE DATE
NO.
11/25/2020 11/25/2020 630-8
SUBJECT
AMENDS
Policy Series 600: Awards and Assistance
630 – Secondary Employment
REFERENCE
RESCINDS
Title 17, Code of State Regulations RSMo 313.004(10)
PPBM: Duty-Related Injuries; Missouri Workers’ Compensation Law;
Reserve Sworn Members Volunteer Program; Uniform and Personal
Appearance
*PI: Computerized Police Information Systems
BR: Resolution Dealing With Off-Duty Activities Of Sworn Members Of
The Kansas City, Missouri Police Department
LB: Officers working Off-Duty for Convicted Felons
Section 88-805-804-I of Municode Zoning and Development Code
Code of Federal Regulations Office of Personnel Management
PPBM 630-7
I. INTRODUCTION
The Kansas City Missouri Police Department (Department) allows members to
participate in secondary employment. This written directive addresses the
policies and procedures relating to secondary employment.
All Department written directives will be adhered to while working
secondary employment.
II. TERMINOLOGY
*A. Coordinator – A full time sworn member responsible for the recruitment,
scheduling and management of other Department members as part of
their duties for a secondary employer. A sworn member who retires as a
coordinator may continue to coordinate their current jobs but cannot
acquire new jobs as a coordinator. Reserve members will not acquire new
jobs to coordinate.
B. Immediate Relative – An individual with any of the following relationships
to the member:
1. Spouse, and parents thereof;
2. Sons and daughters, and spouses thereof;
3. Parents, and spouses thereof;
4. Brothers and sisters, and spouses thereof;
5. Grandparents and grandchildren, and spouses thereof;
6. Domestic partner and parents thereof, including domestic partners
of any individual in 1 through 5 of this definition.
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7. Any individual related by blood or affinity or whose close
association with the member is the equivalent of a family
relationship (e.g., long term friendship, legal guardian or
conservator, or has the power of attorney for the other).
C. Restaurant – Is an establishment primarily engaged in serving prepared
food to the public and in which sales of such prepared foods and meals
constitutes more than 50% of the establishment’s gross income, pursuant
to Chapter 10 of the municipal code (Section 88-805-04-I of the Zoning
and Development Code of Municode).
*D. Secondary Employment –
1. Employment of a sworn member by a private or public employer for
a wage, salary, fee, or any other compensation (including free or
reduced rent) which actual or potential use of law enforcement
powers is anticipated.
2. Employment of a non-sworn member by a private or public
employer. The employment is directly attributable to the member’s
Department position and authority granted to them by the
Department. The member may be compensated by a wage, salary,
fee, or any other compensation (including free or reduced rent).
E. Secondary Employment Management System (SEMS) – The
Department approved database system to manage all secondary
employment activities.
F. Tavern or Nightclub – Is an establishment that is primarily engaged in
serving alcoholic liquor for consumption on the premises and in which the
serving of prepared food, live entertainment and dancing are permitted
(Section 88-805-04-I of the Zoning and Development Code of Municode).
For designation as a tavern or nightclub the establishment must derive
more than 50% of its annual gross sales from alcoholic beverages. For
Department purposes a rental event space will not be automatically
considered a tavern or nightclub, that determination will be made by the
Secondary Employment Section on a case by case basis.
*G. Work Day – For members assigned to elements using an eight (8) hour
plan, a work day is considered to be a twenty-four (24) hour period of time
that starts eight (8) hours before the scheduled tour of duty. For members
assigned to elements using a ten (10) hour plan, a work day is considered
to be a twenty-four (24) hour period of time that starts seven (7) hours
before the scheduled tour of duty.
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*H. Work Week – For all members, a work week will begin on a Sunday at
0000 hours and end on the following Saturday at 2359 hours.
III. POLICY
*A. The Human Resources Commander, or designee, will be responsible for
issuing information relating to the operational aspects of SEMS from time-
to-time as may be necessary for its efficient operation.
*B. All members must update their SEMS profiles when they are transferred
and bi-annually to ensure their contact information is up to date.
C. Secondary employment approval status for members and employers is
valid from year-to-year and must be resubmitted for approval only in the
event of suspension or revocation of approval.
*D. Members will be alert throughout their secondary employment.
E. Secondary employment rates will be established by the Chief of Police.
F. Secondary Employment Section pool assignments will be entered by the
Secondary Employment Coordinator or his/her designee.
*G. All secondary employment, to include pool assignments, self-initiated
assignments (paid or unpaid), and any self-employment as described in
Section II, D, must be entered into SEMS by a coordinator for proper
authorization.
*H. Members will close out assignments in SEMS within seven (7) calendar
days of working the assignment.
I. Members will not be allowed to apply for a secondary employment pool
assignment until previous assignments are closed.
*J. Failure to report for an assignment without proper notification will be
treated as an unauthorized leave of absence and may result in discipline.
K. Recommendations to revoke or suspend a member's secondary
employment privileges for cause, as outlined in Section III, S, will be
forwarded via email through the member’s chain of command, to the
Secondary Employment Section.
L. Commanders and other official Department representatives may, at their
discretion, contact secondary employers to verify a member's secondary
employment application or work record.
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*M. A member who wishes to utilize a division resource (e.g., vehicle) must
obtain permission (e.g. Department email/Interdepartment Memorandum)
from the division commander who has direct control and accountability for
that resource. This does not apply to specific resources agreed upon in
any labor agreement. Members will note in the comments box in SEMS
when the assignment is closed who gave them permission to utilize the
resource.
*N. All members are forbidden to work for:
1. Another employer while working on-duty for the Department.
2. A business if they are to be employed as a result of a labor dispute.
Members already working for a business which becomes involved
in a labor dispute are forbidden to work in any capacity that might
place the member in a confrontation between labor and
management.
3. An immediate relative who owns, operates, or manages a private
security company.
4. Directly or indirectly for:
a. Any person who has been convicted of a felony offense
pursuant to Title 18, Section 922 of the United States Code.
Refer to Legal Bulletin entitled, “Officers Working Off-Duty
for Convicted Felons.”
b. Any employer who engages in unlawful activities or operates
a place in which unlawful activities are conducted.
c. Any gambling establishment including work on any part of
the property of any such establishment.
d. Any establishment promoting or allowing nudity or semi-
nudity including work on any part of the property of any such
establishment.
e. Any employment activity, the result of which could be
considered detrimental to the best interest of the Kansas
City Missouri Police Department or in conflict with its goals,
objectives, mission statement, and procedures.
O. All members are forbidden to own, operate, provide consulting services to,
or manage a private security company.
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*P. All members are forbidden to:
1. Work at or for any marijuana related business.
2. Own, operate, consult, or provide services (including security or
consulting) to any business/industry related to the cultivating,
dispensing, manufacturing, storing, transporting, or testing of
marijuana.
3. Procure or hold a license/permit for the purpose of profit to
cultivate, dispense, manufacture, transport, or test of marijuana.
*Q. All members cannot apply for or obtain a city or state liquor control card
for the purpose of:
1. Owning a tavern or nightclub as defined in Section II, F or
2. Dispensing or selling alcoholic beverages in a tavern or nightclub
as defined in Section II, F.
*R. Employer Background Check
1. The individual employer or principal business owner will be required
to contact the Missouri State Highway Patrol (MSHP) to obtain their
criminal history background check and submit it to the Secondary
Employment Coordinator’s Office before approval will be granted.
2. Prior to submitting an employer for approval in SEMS for
management of secondary employment, the member submitting the
employer must:
a. Conduct a hot file computer transaction in MULES of the
individual employer or principal business owner via a
Department computer,
b. Conduct a case.net search for the employer, and
c. Contact the Secondary Employment Coordinator’s Office if
assistance is needed.
3. The employer or the member submitting the employer will contact
the Secondary Employment Coordinator’s Office for direction if time
does not permit the completion of the criminal history background
check. The Employment Unit Commander or his/her designee can
waive the required criminal history background check on a case by
case basis.
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4. A criminal history check of an employer via Interstate Identification
Index (Triple I) or a QH transaction is prohibited for the sole
purpose of secondary employment.
*S. Secondary Employment privileges may be denied, revoked, or modified
when documented in a Personnel Incident Report if the member’s:
1. Conduct does not comply with Department policies.
2. Performance during on-duty hours is determined to be
unsatisfactory by the member's division commander.
3. On-duty performance is adversely affected by the secondary
employment.
4. Unit manual or unit procedure is contradictory to the secondary
employment.
*T. A member is prohibited from engaging in secondary employment while on:
1. FMLA-designated leave for self,
2. Funeral leave,
3. Injury leave,
4. Sick leave,
5. Military leave,
6. Leave without pay,
7. Limited duty,
8. Assigned to any leave pool with the exception of those referred to
in Section III, V, or
9. Suspension.
*U. A member assigned to any of the aforementioned categories in Section III,
T, 1-9, may request to work for another employer in a capacity that is not
related to their Department assignment by submitting an email or an
Interdepartment Communication, Form 191 P.D., directly to the Employee
Benefits Section Commander for approval.
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*V. A member on FMLA leave for a family member is only allowed to work
secondary employment while on their designated R-Days.
IV. PROCEDURES
A. Sworn Members
1. Sworn members are forbidden to work secondary employment in a
law enforcement capacity for another law enforcement agency
unless approved by the Chief of Police on a mutual aid agreement.
2. Prior to scheduling or working any secondary employment, a
member must obtain approval from the Secondary Employment
Section through SEMS. Tavern or nightclub assignments must be
approved by the Employment Unit Commander, or designee, prior
to the assignment.
3. When time constraints prevent a member from receiving prior
approval through SEMS to work a secondary employment
assignment, a member will:
a. Seek approval from a supervisor.
*b. Submit the secondary employment information through
SEMS as soon as practical.
*c. Email the Secondary Employment Coordinator the name of
the job, location, date and hours of assignment, and the
approving supervisor’s name and serial number.
*4. Police officers, sergeants, and commanders will be considered
eligible to work assignments posted in SEMS, unless the sworn
member's privileges to do so have been reduced, denied, revoked,
or forbidden for reasons outlined in this policy. Sworn members
may apply for available assignments by logging into SEMS and
applying for available assignments.
5. Probationary police officers are forbidden to engage in any law
enforcement-related secondary employment or any secondary
employment which involves wearing a police uniform. This does
not apply to Department overtime assignments such as DUI
Checkpoints.
*6. Sworn members who have lateraled from another law enforcement
agency may work secondary employment when they have
completed their break-in period.
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*7. Commanders and supervisors are allowed to be scheduled for
secondary employment in a law enforcement capacity by a
coordinator who is of lesser rank/title. Coordinators may assign
commanders/supervisors to job positions at their discretion and
according to event needs. In the event of a critical incident, the
chain of command will apply.
*8. Members, regardless of rank, will prepare necessary police reports
while working secondary employment in a law enforcement
capacity. Police reports generated during the course of secondary
employment will be processed in accordance with policies and
procedures established for the Automated Report System (ARS).
9. The legal authority vested in a sworn member working secondary
employment in a law enforcement capacity is limited to the
enforcement of federal law, state statutes, and municipal
ordinances. Members will not use police authority to enforce a
private employer's policies and regulations.
10. Sworn members are only allowed to work law enforcement related
secondary employment inside the city limits of Kansas City,
Missouri. The sworn member will not:
*a. Be accompanied by personal pets, or
*b. Allow any person to accompany them during their shift who
is not involved in the official duties.
*11. Sworn members may schedule a maximum of sixteen (16) hours
per 24-hour work day, which includes a combination of on-duty and
secondary employment. Sworn members may schedule a
maximum of seventy (70) hours per week of a combination of on-
duty and secondary employment. Use of exception time (V, Q, and
Y time) will not count towards the maximum number of hours. Any
exceptions will be made by the Chief of Police or their designee.
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*12. Sworn Members will submit their schedule for the previous month
and the current month of secondary employment assignments in
SEMS to their supervisor. The schedule will be forwarded through
the chain of command to the division commander who will review
the schedules by the 10
th
of every month. Any violations will be
addressed on a case by case basis.
13. The Employment Unit Commander, or designee, will have the
discretion to decide and/or alter the staffing requirements for all law
enforcement related secondary employment based on the specific
event and any mitigating factors which would otherwise affect the
safety of the members and patrons attending a location or event.
The recommended minimum staffing levels are:
*a. Reserved seating (family oriented) with no alcohol sales: (1)
per 2,000-3,000 attendees
*b. Sporting events with alcohol sales: (1) per 1,000-1,500
attendees
*c. Reserved seating (family oriented) with alcohol sales: (1) per
1,000-1,500 attendees
*d. Reserved seating (adult venues) with alcohol sales: (1) per
500-1,250 attendees
*e. Open air venues with alcohol sales: (1) per 500-750
attendees
*f. Night Clubs and other adult entertainment venues: (1) per
150-500
*NOTE: These recommendations are minimum staffing levels in
addition to an initial core staffing of 1-3 officers contingent
upon the type of venue.
14. When both on-duty and sworn members who are working
secondary employment are involved in a single incident, the on-
duty officers will have the final authority to determine how the
situation is to be handled and what arrests, if any, are to be made.
*15. Any member may be employed by an individual or business that
does not require the use or potential use of law enforcement
powers by a sworn member. This type of employment will not be
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entered into SEMS. A member may engage in this type of
employment that meets the following criteria:
a. Employment of a non-police nature in which vested police
powers are not a condition of employment, the work provides
no real or implied law enforcement service to the employer,
and is not performed while on-duty, nor while wearing the
uniform.
b. Employment that presents no potential conflict of interest
between their duties as a sworn member of the Department
and their duties for their employer.
c. Employment that does not constitute a threat to the status or
dignity of policing as a professional occupation.
*16. Members approved to work in a non-law enforcement related
capacity will not:
a. Display or wear Department issued equipment, including, but
not limited to a uniform, badge, and police identification.
b. Utilize their assigned Department-issued take home vehicle
while on limited duty.
*17. A member approved for extended leave or suspension without pay
may request to work employment in a non-law enforcement
capacity by submitting an Interdepartment Communication, Form
191 P.D., through the member’s chain of command to the Chief of
Police for notification, with a copy to the Secondary Employment
Section.
18. Tavern or Nightclub Employment
*a. All members are required to wear a Class A or a Class B
uniform at all times when working for a tavern or nightclub.
b. Secondary employment member’s responsibility will be to
patrol the exterior of the establishment which includes
entry/exit points, parking lots, on-street parking, or other
exterior areas designated by the establishment.
*c. A minimum of three (3) law enforcement members are
required to work at all establishments which are considered
to be a tavern or nightclub as defined in Section II, F. If the
minimum is not met, members will not work the
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establishment. In addition to the minimum staffing
requirement of three (3), members will follow the guidelines
in Section IV, A, 13, f.
d. Secondary employment members are forbidden to work on
the interior of a tavern or nightclub unless responding inside
for legitimate law enforcement reasons.
e. Secondary employment members are forbidden to be
employed in any capacity contrary to that of a law
enforcement officer such as a bouncer, doorman, or other
similar agent of the establishment.
f. Secondary employment members who are working for a
business that has a liquor license or should have a liquor
license will follow the current written directive entitled,
“Tavern or Nightclub Response Report.”
*19. Private Security Companies
a. Sworn members may be employed within the city limits of
Kansas City, Missouri by private security companies properly
commissioned to provide guard or security service to clients,
provided the nature and circumstances of employment are
not otherwise contrary to provisions of this policy.
b. Sworn members are forbidden to seek or be granted private
officer commissions, or to act as private security personnel
as this term is defined, or may be defined in Title 17, Code of
State Regulations.
*20. Uniform and Dress Requirements
a. The uniform for secondary employment for a law
enforcement assignment will be the Class A or Class B
uniform.
b. If an employer requests the member to deviate from the
Class A or Class B uniform, the member will forward the
request to the Secondary Employment Section for vetting.
(1) The Secondary Employment Section will contact the
employer and verify the need and appropriateness of
the request.
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(2) The Employment Unit Commander will approve/deny
the request.
c. Members in uniform, regardless of rank, will wear the
following:
(1) The Department issued radio.
(2) A Department approved bullet resistant vest.
(3) A Department approved baton.
(4) The Department approved oleoresin capsicum.
(5) All other uniform components as outlined in the
written directive entitled, “Uniform and Personal
Appearance Regulations.”
d. Members who have been approved to wear plain clothes,
business, or business casual will:
(1) Be prepared to present their Department identification
and badge when taking enforcement action.
(2) Have ready access to a Department approved
firearm, spare magazine, and handcuffs.
(3) Carry their Department issued radio as long as it does
not compromise the integrity of the plain clothes
assignment.
21. Sworn members, at the beginning of their shift, will contact the
dispatcher of the division they are working the secondary
employment assignment in and give their 10-41/10-42 times and
the location of the secondary employment assignment.
a. The Communication Unit will assign a secondary
employment radio number.
b. The sworn member will monitor radio traffic.
c. If the member has been approved not to carry a Department
issued radio, they will provide a phone number where they
can be reached while working.
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22. If a sworn member is injured in the course of approved secondary
employment, the member's entitlements to Workers'
Compensation, injury leave, and other benefits afforded a member
injured on duty will be decided on a case-by-case basis in
accordance with the following guidelines:
*a. A member performing services or police services for the
benefit of the secondary employment employer and in the
scope and course of the secondary employment must look to
the secondary employment employer for benefits. The
decision will be based on whether or not the member was
operating within the scope and course of the secondary
employment.
b. If the activities of the sworn member are exclusively for the
benefit of the Board of Police Commissioners and the
Department and are police activities outside the scope of the
secondary employment, the member will be entitled to those
benefits normally afforded a member injured on duty.
*23. When a sworn member is assaulted while working a secondary
employment job in a law enforcement capacity:
a. The on-duty Investigative Sergeant will be notified.
b. If a second member is assigned to the job, they will complete
all necessary reports.
c. If there is not a second member assigned to the job, an on-
duty member will respond to complete all necessary reports.
d. The Duty Officer will be notified if the member is injured.
B. Reserve Sworn Members
1. The provisions of this policy apply to reserve sworn members with
the exception of their primary profession or employment, however,
reserve sworn member’s primary employment must comply with
Section III, N, O, and P.
*2. Reserve sworn members will meet their required hours quarterly,
and if not achieved, their secondary employment will be
automatically revoked.
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a. If the required number of hours is not completed by
December 31
st
, they will have forfeited their ability to work
Secondary Employment until April 1
st
of the following year.
b. Any exceptions must be approved by the Chief of Police or
their designee.
c. For further details, refer to written directive entitled, “Reserve
Sworn Members Volunteer Program.”
C. Non-Sworn Members
1. All procedures outlined in this written directive regarding sworn
members utilization of SEMS will also apply to non-sworn members
who choose to work secondary employment as described in
Section II, D, 2.
2. When a non-sworn member is working secondary employment,
they will follow the guidelines set forth in the written directive
entitled, “Uniform and Personal Appearance Regulations.”
3. Only non-sworn members may obtain a city or state liquor control
card to dispense or sell alcoholic beverages in a business that is
not a tavern or nightclub as defined in Section II, F.
4. Non-sworn members are forbidden to work secondary employment
in a law enforcement capacity unless the member is a reserve
officer or holds a private officer license.
5. Any non-sworn member may be employed by an individual or
business that does not require the use of the member’s Department
position and authority. This type of employment will not be entered
into SEMS.
*6. Entrant Officers are not allowed to work secondary employment.
*D. Self Cancellations
1. Members who need to cancel a pre-scheduled job must first contact
the job coordinator. If the member is unable to contact the job
coordinator, the member can self-cancel.
2. A self-cancellation occurs when a member clicks the “Cancel”
button on their work assignment listed in SEMS. Clicking the
“Cancel” button does not automatically relieve a member from an
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assignment, and is dependent on the “set cancellation days”
parameter established by the job coordinator.
3. The results of initiating a self-cancellation are dependent on
multiple factors:
a. If a self-cancellation is outside the “set cancellation days” a
pop-up window will be displayed confirming the action.
(1) Clicking “OK” will automatically cancel the assignment
and it will be removed from the member’s work
schedule.
(2) An email confirmation is generated to both the
member and the job coordinator.
b. If a member attempts to self-cancel an assignment inside the
“set cancellation days,” a pop-up window will display a
warning. The member will select the appropriate cancellation
reason from the drop down menu and will be prompted to
provide a reason for the cancellation.
c. All self-cancellations require a comment to be entered in the
comments box (The details of a personal illness will not be
noted). Failure to enter a comment in the box will prevent the
user from submitting the self-cancellation.
(1) A detailed explanation in the comments box is
required.
(2) An email confirmation is generated to both the
member and the job coordinator.
d. The self-cancellation of “OTHER” is considered an
unapproved reason for requesting a self-cancellation and
subjects the member to possible discipline. Members are
encouraged to contact the job coordinator prior to selecting
“OTHER.”
e. If a member has more than two “OTHER” cancellations
within 30 days, or more than six within a calendar year, the
member’s privilege of working secondary employment will be
suspended for the next month.
f. When selecting a cancellation reason, a “Cancel Pending”
request will be initiated. This is a self-cancellation request
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and does not remove the assignment from a member’s
schedule.
g. The original owner of the job assignment retains the
assignment until the “Cancel Pending” request is resolved.
Self-cancellations remain in the member’s work schedule
unless the assignment is:
(1) Transferred or removed by the job coordinator; or
(2) Transferred from the member to another member
using the “Transfer” option to remove the job from the
member’s work schedule.
h. The job coordinator will resolve the “Cancel Pending”
requests as soon as possible to release the job from the
member’s work schedule.
i. Members who close assignments at zero (0) hours worked in
an attempt to by-pass the self-cancellation process or
notifying the coordinator may be subject to discipline.
j. All unapproved cancellations will require the member to
submit an Interdepartment Communication, Form 191 P.D.,
through their chain of command to their division commander.
E. Coordinators will:
1. Identify themselves as such during the application process for
secondary employment.
2. Enter all secondary employment assignments into SEMS.
3. Not receive a fee or commission other than an hourly fee schedule
rate for coordinator duties.
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4. Advise employers of the current secondary employment pool rates.
*5. Enter the hours that they are compensated for doing administrative
work for the employer.
Richard C. Smith
Chief of Police
Adopted by the Board of Police Commissioners on this 10
th
day of November 2020.
W. Don Wagner
Board President
DISTRIBUTION: All Department Personnel
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