This application WILL NOT be processed unless the "acknowledgements" for each section have been read and checked by the agent of the business requesting a Davidson Police Officer(s).
Acknowledge items A through E and complete application. Applications are emailed to the Off-Duty Employment Coordinator when you click the submit button. You may follow-up by e-mailing Sergeant Anthony Sosnowski at Asosnowski@townofdavidson.org. Applications must be submitted no less than five (5) days prior to the job. Please explain the reason why you are requesting to hire an off-duty officer(s), the requested duties of the officer(s), and any other pertinent information in the narrative. If you are hiring officers for a party or event, please provide a detailed description of the event including the following information in the narrative: •Anticipated attendance •Band/entertainment scheduled •Advertising •If alcohol will be served •If applicable, submit a copy of your ABC permit at the time of application. Assistance for completing the applications can be provided by emailing the Off-Duty Employment Coordinator at Asosnowski@townofdavidson.org
Applications submitted without sufficient detail will be rejected and must be resubmitted with the required information. The employer cannot retain the services of off-duty Davidson Police Department (DPD) officers until such time as this agreement is acknowledged by an authorized representative of the employer and the DPD.
Off-duty officers are subject to Davidson Police Department (DPD) policies. An employer has no authority over police personnel and is restricted to providing only a general assignment of duties to be performed by the officer. Officers must confine their duties to those of a law enforcement nature. Officers cannot enforce the rules and regulations of the employer which are not a violation of the law. Officers do not have the same authority over private property as the employer or their employees have. The officer’s actions are limited ONLY to any breach of the peace or violation of law. Officers will not regulate entry into a facility or venue. Officers will not check identification and/or entry tickets, operate metal detectors, or perform searches of people coming into a business or event, question persons about the validity of their presence within a business or venue, or ask persons to leave a business or venue without an employee being present who has already asked the person to leave. Officers will not make ANY record check of any individual unless that record check is designed to uncover a violation of law. Officers will not initiate or otherwise authorize the towing of any vehicle from private property unless the vehicle is perceived to be stolen. DPD representatives may make periodic inspections of secondary employment jobs. If any job is discovered to be using officers for duties not of a law enforcement nature, the permit for that job will be suspended immediately and officers will no longer be able to be employed by that employer.
Any deviation from the restrictions imposed above must be outlined and formally approved in writing by the Off-Duty Coordinator.
Officer = $30.00 per hour (traffic and general security)
Supervisor = $35.00 per hour (required when requesting four or more officers)
Vehicle = $10.00 per hour (when requesting patrols)
DPD reviews these rates annually, and any rate changes will take effect on July 1 of the calendar year. Employers may compensate officers at the minimum rate or higher at the employer's discretion. DPD officers cannot negotiate rates with an employer; any rate paid to any officer that exceeds the minimum rate must be approved by the Off-Duty Coordinator.
Officers will be compensated at the agreed upon rate for a minimum of (4) hours, even if the assignment is less than (4) hours.
An off-duty officer works for the employer as a sub-contractor. The employer is responsible for paying the officer via the Detail Kommander application. Once an event is approved, the Off-Duty Coordinator will send an invitation to the employer to log in to the application and set up the payment option. There are two payment options- credit card or ACH bank account. A payment method must be on file before a detail can be scheduled. The payment method on file is invoiced after the detail is complete. A 7% service fee is applied to each credit/debit card transaction. A 6% service fee is applied to ACH transactions.
The Off-Duty Employment Coordinator will review each application to determine the correct staffing levels. Staffing levels are based upon a variety of factors including, but not limited to: estimated attendance, the sale and/or consumption of alcohol on the premises, previous event history, physical layout of the site, traffic, pedestrian and/or parking issues as well as general crime trends in the vicinity.
Jobs requiring more than three (3) officers require a supervisor. Additional supervisors may be required for certain large assignments. A supervisor may be required for certain assignments regardless of the number of officers required. In cases when the employer underestimates the attendance of an event, a supervisor may call in additional on-duty officers for the event. The employer may be billed for the on-duty officers at a rate of the average on duty police officer cost per hour.
Employers may request the officer bring a marked police vehicle for the job. The Off-Duty Employment Coordinator will determine if the use of a police vehicle is appropriate for the assignment. There is no extra charge for the use of a police vehicle unless the job requires actual patrolling.
Cancellations by the employer must be made at least 24 hours before the assignment begins. If the Off-Duty Employment Coordinator receives less than 24-hour notice from the employer and is unable to contact the officer(s) working the assignment, the employer will be required to pay the officers staffed for the assignment for four hours of pay at the minimum rate.
Cancellations made during normal business hours (Monday - Friday from 8 a.m. to 5 p.m.) should be made via email to Asosnowski@townofdavidson.org. After business hours or on weekends/holidays, an email should be sent to Asosnowski@townofdavidson.org and a follow-up call should be made to the On-Duty Supervisor at 704-892-5131. Press option 2.
It is the responsibility of the employer to notify the Off-Duty Employment Coordinator if the business or organization will be closed for a holiday or for any other purpose when off-duty officers are normally scheduled. If the employer fails to notify the Off-Duty Employment Coordinator that officers are not needed on a particular day, the four-hour minimum charge will apply.
The Secondary Employment Coordinator will try to accommodate schedule change requests if made more than 24 hours prior to the time of the event /job.
Secondary employment is voluntary and worked on an officer’s time off from the department. Therefore, it can never be guaranteed an off-duty assignment will be filled. An employer should use the Detail Kommander application to make sure the job is filled. When an employer asks to hire a DPD officer, it is understood ANY officer may in fact work the assignment.
Under extraordinary circumstances, off-duty officers may be activated to an on-duty status and pulled away from their off-duty assignments. The priority of DPD officers is their full time employment within the Davidson Police Department and any corroesponding obligations, such as callback or court.
If this occurs the officer should ensure that the employer and Off-Duty Coordinator are notified. The employer is only obligated for that amount of time worked, rounded up to the nearest quarter hour (i.e., 75 minutes = $30/hour +$7.50/15 minutes = $37.50)
If an officer is scheduled to work and does not report for duty, the employer should notify the On-Duty Supervisor at 704-892-5131 (press option 2), and also send an email to the Off-Duty Employment Coordinator at Asosnowski@townofdavidson.org.
By checking the "I agree" box below, you agree and acknowledge that 1) your application will not be signed in the sense of a traditional paper document, 2) by signing in this alternate manner, you authorize your electronic signature to be valid and binding upon you to the same force and effect as a handwritten signature, and 3) you may still be required to provide a traditional signature at a later date.
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