244 – Extra Employment

I. Purpose

The Harris County Sheriff’s Office (HCSO) allows employees to hold extra employment when off duty with specific conditions and restrictions. This is a privilege afforded to employees, and it may be restricted at the discretion of an employee’s chain of command. Extra employment must not interfere with an employee’s performance of their official duties as an employee of Harris County, and it must not cause conflicts of interest between Harris County and the extra employment.

This policy applies to all employees and sets forth guidelines, conditions, and restrictions related to extra employment. The employee and their immediate supervisor have equal responsibility of ensuring the employee working the extra employment adheres to this policy. Any supervisory-required condition of working extra employment in addition to the restrictions of this policy (for example, an explanatory letter for plain clothes or use of county equipment) is the responsibility of that supervisor.

II. Definitions

Alcoholic Beverage Establishment: Any location for which the primary purpose is the sale and consumption of alcoholic beverages or where 51 percent or more of the business’s income is derived from the sale of alcoholic beverages for consumption on the business premises. This also includes any rental or temporary facilities where alcoholic beverages are sold, served, or consumed or if the rental or temporary location has a cover charge or entry fee.

Annual Extra Employment: Extra employment that lasts longer than 30 calendar days and will expire at the end of the year the application is submitted.

Business: The owner, manager, or person in control of the establishment, the physical location of the building, and all surrounding property related to the establishment (that includes the parking lot and any traffic control location that leads directly into the business). Businesses that share the same parking lot and are clearly operating independently may be treated as separate extra employment.

Coordinator: The liaison between the employer and other HCSO employees working the extra job. If the employee has administrative duties (including coordination with other employees) in addition to their regular duties for the employer, the employee may list themselves as a coordinator on the extra-employment application. In such cases, the coordinator may coordinate the job but shall not have supervisory authority over other personnel beyond that which is commensurate with their official departmental rank.

Eight-Liner Machine (Eight Liner): An electronic device resembling a video slot machine and operating on chance that displays nine symbols arranged in three columns and three rows. To play, a player inserts payment and pushes a button that causes the three columns to spin. When the columns stop spinning — either automatically or when the player pushes the button again — the symbols come to rest in a new arrangement of three columns and three rows. The player “wins” if three of the same symbols appear in one of eight possible lines — three horizontal, three vertical, and two diagonal — within the new arrangement.

Emergency Equipment: For the purposes of this policy, this means a red, white, or blue beacon, flashing, or alternating light, or any combination thereof, that can be attached to a vehicle.

Escort of Convenience: Escorts by vehicle or motorcycle with emergency equipment in use, operated by an officer, where no emergency exists. Examples of this can include sports teams, wedding parties, or corporate executives. Funeral, house, or oversized-load escorts are not considered escorts of convenience.

Extra Employment (Extra Job): Any employment for a person or entity other than HCSO for which compensation is received, including law-enforcement-related extra employment and non-law-enforcement-related extra employment. Extra employment also includes time volunteered without compensation if the service provided includes law-enforcement-related work.

Any extra employment where certified personnel function in a law enforcement capacity (e.g., security, crowd control, traffic control, etc.) is law-enforcement-related extra employment.
Any extra employment that does not require certified personnel to function in a law enforcement capacity (e.g., nursing, sales, teaching, etc.) is non-law-enforcement-related extra employment.
Extra-Employment System: HCSO’s online system for the application and management of an employee’s extra employment.
Extra-Employment Unit (EEU): The unit within HCSO tasked with overall coordination of extra jobs for HCSO employees. The EEU is the final authority for deciding whether any extra job is appropriate and whether an HCSO employee may take on any particular extra job.
Game Room: For the purposes of this policy, this means any business, building, or location that contains six or more eight liners.
Generic Police Car: For the purposes of this policy, this means any non-HCSO-owned vehicle equipped with emergency equipment, markings, or decals that indicate a law enforcement presence without depicting or representing any specific law-enforcement department, agency, or organization. Relevant markings and decals include — but are not limited to — Sheriff, Police, Law Enforcement, and Peace Officer.
House Rules: Rules that are not specifically authorized by local ordinance, state law, or federal law. Typically, house rules are simply made up by the owner of a business or location.
Probationary Patrol Deputy (PPD): For purposes of this policy, this is a deputy working a probationary assignment — either because they recently completed HCSO’s Basic Peace Officer Course (BPOC) or as part of a disciplinary action.
Temporary Extra Employment: Extra employment that lasts a period of 30 calendar days or less.
Workday: The 24-hour period immediately following the beginning time of an employee’s regularly scheduled shift.
Work Hours: The total amount of hours worked that includes all time spent on HCSO duties AND all time spent on extra employment.
Work Week: The period beginning at the start of the workday the employee returns to duty after completing their regularly assigned days off and ending at the end of the workday after which the employee begins their regularly scheduled days off.

III. Policy

Employee Responsibilities
1. All employees who desire to take on an extra job must recognize that their primary duty, obligation, and responsibility is to HCSO.
2. While engaged in extra jobs, employees must comply with all HCSO rules, regulations, policies, and procedures including — but not limited to —department policies, standard operating procedures (SOPs), and any other relevant written directives.
3. Deputies working extra jobs must enforce all county, state, and federal laws.
4. No employee may work an extra job unless it has been approved by a supervisor.
5. Any employee who is involved in or aware of an incident arising from an extra job that could adversely affect HCSO or Harris County or that may require investigation shall report the incident to the EEU and their own chain of command, in writing, within 24 hours.
6. Workers’ compensation, liability protections, or legal representation provided by Harris County may not be available to employees for incidents arising out of their work in extra jobs. HCSO encourages employees to learn what coverage, if any, is available to them from their extra employment employers.
7. If a deputy working an extra job in unincorporated Harris County observes — or is informed of — an incident that requires an offense report, they shall contact HCSO’s Communications Division, obtain a case number, and generate the proper report. If an arrest is made or the incident is a major crime scene, the arresting deputy shall prepare a supplemental report and provide all necessary information to the patrol deputy. The patrol deputy shall then transport the arrestee, generate proper reports, and file charges.
  Similarly, a deputy working in another police agency’s jurisdiction shall notify that agency’s dispatch and request a unit if transportation or a report is necessary. At the request of any responding officer, the deputy working the extra job may be required to complete a report.
8. If a deputy or professional staff member working an extra job is informed by a complainant, witness, or suspect of an incident, the employee shall inform the agency with proper jurisdiction and request a unit to make the required report. A deputy working an extra job may be required to make a report if they collect evidence, receive information, or interview a complainant, witness, or suspect who is not immediately available to the reporting unit.
Supervisory Authority
1. The EEU is authorized to approve or disapprove any extra employment in accordance with this policy.
2. The EEU is authorized to investigate and enforce all provisions for extra employment, including application for, denial, or revocation, and conditions that prohibit extra employment.
3. Supervisors shall be responsible for the types of extra jobs and number of hours worked in extra jobs by employees under their direct supervision. Supervisors shall also ensure compliance with HCSO written directives if they come into contact with employees working extra jobs while in the scope of their own supervisory duties.
4. Bureau or division commanders may require on-duty patrol sergeants to monitor extra employment at alcoholic beverage establishments and in their assigned district by performing in-person inspections. If so required, a sergeant shall forward their findings by email to the EEU. Patrol sergeants have the authority to temporarily suspend the extra-employment permit of an employee they believe is in violation of this policy or any state or federal law pending review by EEU. If a supervisory conflict occurs, a supervisor holding a higher rank shall be called to the scene.
Application Process
All employees in good standing are eligible to work extra jobs. All employees desiring to work extra jobs must complete the online extra-employment application prior to working any extra jobs. The submission of a completed extra-employment application represents the employee’s temporary authority to work the extra job pending final review and approval by the employee’s immediate supervisor.
1. An extra-employment application shall be submitted for every extra job worked, including self-employment.
2. To apply, the requesting employee will access the Extra Employment form through the “HCSO Employee Log-In” link located on HCSO’s public website (www.harriscountyso.org) and input the requested information.
  1. To be a valid and authorized extra job, the extra job must comply with this policy, all other HCSO policies, and all relevant SOPs and written directives.
  2. The online application must be complete, electronically submitted, and on file prior to the employee beginning work at the extra job.
3. Supervisory approval will not be required to initiate the extra-employment application process, but supervisors shall approve or disapprove all permit applications submitted by employees under their command within 10 calendar days following notification of the permit application.
4. The extra-employment application authorizes extra employment for a specific business and address.
  1. The employee shall list all addresses where duties are to be performed, provided the locations are owned by or are part of the same business (e.g., Wal-Mart, Whataburger, Chase Bank, etc.).
  2. The only exceptions to the address requirement are extra jobs that are inherently transient, such as motorcycle escorts.
  3. At its sole discretion, the EEU may authorize extra jobs where the duty addresses “may vary.” In these circumstances, the duties to be performed must be fully listed and approved by the employee’s supervisor prior to the employee beginning work at the extra job.
5. If the extra job is law-enforcement related and worked through a third-party management company (e.g., security company, temporary agency, etc.) that coordinates law-enforcement services for other businesses, the employee shall submit an extra-employment application for each individual business and address that the management company is representing or coordinating prior to working the extra job. The employee shall note in the comments section of the extra-employment application the name of the third-party management company coordinating the extra employment.
  Note: Listing “various businesses” or “various locations” is not acceptable for this type of extra job.
6. Annual extra employment shall be valid until the last day of the current year. After that date, the extra employment permit will expire and must be renewed if the employee wants to work at the business in the upcoming year.
  1. Employees will be able to renew all annual extra-employment permits beginning the first day of the New Year.
  2. Temporary extra-employment permits shall be valid until the 30th day from the date the extra-employment application was submitted. After that date, the permit shall be automatically cancelled. Employees who wish to renew such permits must do so within 15 days of that cancellation. Otherwise, a new application will need to be completed.
7. If any information on the employee’s extra-employment application changes (e.g., locations, names of businesses, days or hours, employer name, coordinator name, etc.) prior to the permit’s expiration date, the employee shall cancel the permit and submit a new application with the updated information.
Denial or Revocation of Extra Employment
1. Any application that does not meet the requirements of this policy shall not be approved, and the application will be cancelled.
2. A supervisor may order an extra-employment application to be revoked or denied if it is in the best interest of HCSO or the employee — including the employee’s health and their ability to discharge HCSO obligations — or if the supervisor determines the employee is not eligible to work extra employment for any reason. Any such action taken shall be documented in the supervisor’s comments section, after it has been submitted, via the supervisor’s management portal.
3. Any employee whose extra-employment application is denied or revoked may appeal the action in writing to the employee’s bureau commander, within 10 working days of the revocation or denial. The decision of the bureau commander shall be final.
4. Any HCSO supervisor who becomes aware of violations of this policy shall take appropriate action. Any such action shall be documented in the supervisor’s comments section.
Circumstances Prohibiting Extra Employment
It is possible for an employee to be authorized for a certain extra job before a change in circumstances makes them ineligible to work the same extra job. Therefore, if any of the following circumstances arise, the employee shall immediately resign from their extra job and cancel the permit.
No extra employment shall be worked or authorized if:
1. The EEU or the employee’s chain of command has temporarily revoked the employee’s permission to submit for extra employment. Reasons may include — but are not limited to — the employee has been suspended, relieved of duty, otherwise instructed in writing not to work extra jobs, or is on injury leave, workers’ compensation, or sick leave.
2. The employee is a deputy who has failed to qualify during annual HCSO weapon qualifications.
3. The employee has exceeded the maximum extra-employment hours per day or week.
4. A portion of the extra job occurs during the employee’s scheduled duty hours with HCSO, and no authorized leave is taken. For example, a deputy on duty is asked to “keep an eye on the place” where they work their extra job.
  Note: If an employee works an extra job immediately before or after their regularly scheduled work hours, reasonable travel time to or from the extra job location must be taken into account and reflected on either the employee’s time and attendance record or the extra job application or pay record.
5. The employee takes sick leave during their regularly scheduled shift before working an extra job or extra jobs for a full 16 hours.
  Note: This prohibition does not apply when the sick leave taken is related to a scheduled doctor’s appointment or is family sick time.
6. The employee returns from an extended leave of absence but has not yet successfully completed all required testing in compliance with HCSO policy.
7. The owner or manager of the business where the extra job is to be worked is of questionable character.
8. The business where the extra job is to be worked or its agents have been found to be consistently or frequently in violation of state or federal law or county or city ordinances.
9. The business where the extra job is to be worked is out of compliance with any permits, licenses, or regulations required for it to operate.
10. The EEU has determined that the business where the extra job is to be worked — or the work itself to be done —is not in the best interest of HCSO or might bring ridicule or unfavorable publicity to HCSO.
11. The extra job involves the collection of debts, repossession of property, the serving or execution of any civil process, or any civil-standby assistance.
12. The business or location where the extra job is to be worked is not suitable for extra employment, or a potential conflict of interest would arise if the employee were to work the extra job.
13. The location or nature of the extra job is inherently controversial, such as the location of a labor dispute or a protest march.
14. The business where the extra job is to be worked is one where topless, bottomless, or totally nude performers appear on the premises.
15. The business where the extra job is to be worked restricts the employee from certain areas of the premises.
16. The business where the extra job is to be worked expects the employee to enforce house rules.
17. The business where the extra job is to be worked is a game room, has eight liners on property, or is an establishment involved in a gambling game other than licensed bingo, the Texas Horse Racing Commission, or the Texas Lottery Commission.
18. The EEU or any on-scene supervisor determines that the number of deputies or supervisors present at a business performing extra jobs is fewer than the minimum necessary for adequate officer safety.
19. The business where the extra job is to be worked requires the employee to obtain or possess any kind of private-security license or commission.
20. The business where the extra job is to be worked agrees or arranges with the employee to pay a flat rate for services from which the employee will pay other employees (e.g., the coordinating employee collects $100 per shift while paying other employees $80 per shift).
21. The business where the extra job is to be worked requires the employee to sign a “hold harmless indemnity agreement” as a condition of employment. An agreement of this type, if the employer is sued, could hold the employee responsible for the employer’s attorney fees and litigation expenses. All contracts should be referred to HCSO’s Legal Services Division for review.
22. The extra job involves being an expert witness where the employee will be giving their opinion on any matter involving or investigated by HCSO, any other Harris County agency, or another law enforcement agency.
23. The extra job requires the employee to use HCSO records.
24. The business where the extra job is to be worked refuses — or has refused — to cooperate in an investigation related to the extra job.
25. The employee is a professional staff member, detention officer, temporary deputy, part-time deputy, or reserve deputy, and the extra employment is law-enforcement related.
26. The employee is a professional staff member or detention officer and displays, wears, or utilizes any portion of HCSO-issued uniforms, jackets, hats, caps, or equipment at the extra job.
27. The employee is injured or rendered incapable of performing normal job assignments.
28. The extra employment is law-enforcement related at an alcoholic beverage establishment and is located outside of Harris County and its contiguous counties (Brazoria, Fort Bend, Waller, Montgomery, Liberty, Chambers, and Galveston Counties).
29. The extra job requires the employee to operate a vehicle that displays following anywhere on the vehicle:
  1. Any part of a security or guard company’s name, identification, or contact information; or
  2. Any decal or marking that indicates the vehicle is owned or operated by a specific law enforcement agency.
    Note: Employees may operate generic police cars while working in a patrol capacity at an extra job, but they may not use generic police cars to initiate traffic stops or vehicle pursuits.
Restrictions
The following restrictions apply to extra jobs:
1. BPOC
  Cadets who are attending BPOC are not authorized to work any extra jobs.
2. PPDs
  1. PPDs with no prior law enforcement experience are not authorized to work any extra jobs until they have completed the initial 180-day probationary period required under Rule 8.02(a) of HCSO’s Civil Service Regulations.
    Note: No waivers shall be granted for this.
  2. Lateral PPDs with prior law enforcement experience are not authorized to work any extra jobs until they have completed the classroom component of the Lateral Patrol Training Tactics Course. Upon completion of that course, a lateral PPD has the authority to work extra jobs during their probationary period as long as those extra jobs are not at locations where alcoholic beverages are expected to be consumed.
    1. A waiver may be granted by the lateral PPD’s bureau commander to allow them to work extra jobs at locations where alcoholic beverages are expected to be consumed.
    2. A lateral PPD with an established apartment-security job when hired may continue to work that specific job even prior to finishing the classroom component of the Lateral Patrol Training Tactics Course.
    3. If, at any time, the lateral PPD’s extra jobs appear to affect their work during the probationary period, the extra job will be revoked until the probationary period is completed.
3. Locations Where Alcoholic Beverages Are Expected to Be Consumed
  1. Deputies may only work extra jobs at alcoholic beverage establishments and private receptions, parties, or gatherings where alcoholic beverages are expected to be consumed if at least two uniformed peace officers will be working at that location at all times. Otherwise, HCSO shall not authorize any deputies to work extra jobs at that location.
  2. All alcoholic beverage establishments must maintain a roster of all deputies working extra jobs at their locations. This roster shall include the names, dates, and times of all deputies’ shifts there.
  3. The relevant extra-job coordinator has the responsibility of ensuring the alcoholic beverage establishment is in compliance with this requirement.
4. Marked Patrol Vehicles
  No employee is authorized to use their marked patrol vehicle in their duties at an extra job.
5. Uniforms
  1. If an employee wears a uniform while performing an extra job, they must wear the complete and unaltered uniform issued by HCSO.
  2. Specialized uniforms shall not be worn unless the specialized uniform is required in job performance and approved by the relevant bureau commander. This restriction applies to all specialized HCSO-approved uniforms, including bicycle patrol and motorcycle units.
  3. For law-enforcement-related extra employment where the employee will be working in plain clothes, the employee must provide a description of the attire and nature of the assignment in the comments section of the extra-employment application.
  4. Any time an extra job requires a deputy to direct traffic or to be involved in a traffic control function, the deputy must wear a department-approved reflective safety vest with the marking “SHERIFF.”
6. Supervisory Requirements at Large-Scale Extra Jobs
  1. For every eight HCSO deputies that are engaged in extra employment at the same time and location, one HCSO supervisor at the rank of sergeant or above must also be present.
  2. For every 24 HCSO deputies working an extra job at the same time and location, one HCSO supervisor at the rank of lieutenant or higher must also be present.
  3. These requirements exist simultaneously. Therefore, at an extra job where 24 HCSO deputies are working at the same time and location, three HCSO supervisors at the rank of sergeant or higher and one HCSO supervisor at the rank of lieutenant or higher all must be present.
7. Personal Vehicles and Emergency Equipment
  1. For the limited category of roadway construction-type extra jobs, employees may use emergency equipment on their personal vehicles during their work at the extra job.
  2. Emergency equipment used in this manner shall be temporarily affixed to the employee’s personal vehicle and must be either removed or rendered indiscernible when the employee is not working the extra job.
  3. Employees may not use emergency equipment on their personal vehicles to initiate traffic stops or vehicle pursuits.
  4. Employees who use their personal vehicles in this way must maintain at least the minimum amount of required liability insurance for all vehicles used for extra jobs.
8. Personal Security
  An employee who works as a full-time peace officer may only work an extra job in private security if:
  1. The extra job does not conflict with the mission, written directives, or best interests of HCSO;
  2. The extra job does NOT require the employee to obtain or possess any kind of private-security license or commission; and
  3. The employee’s extra-job duties are limited to providing patrol, guard, watchman, or deputy coordinator services.
    Note: Reserve deputies are not authorized to work extra jobs in private security.
9. Compensation as Deputy Coordinator
  An employee may receive compensation for time spent on administrative duties as a deputy coordinator for an extra-job employer. However, any payments or records for coordinating functions should be separate or distinct from payments for regular hours worked.
Extra Employment Hours
1. General Limitations on Hours Worked
  1. No employee may work more than 16 total hours of HCSO duties and extra-job duties — in any combination — in any 24-hour period unless those hours have been directed or approved by their bureau commander.
  2. No employee may work more than 88 hours of HCSO duties and extra-job duties — in any combination — in any 7-day period unless those hours have been directed or approved by their bureau commander.
  3. During their work week, no employee may work more than 72 hours of HCSO duties and extra-job duties — in any combination — unless those hours have been directed or approved by their bureau commander.
2. Supplemental Conditions
  1. Special programs or assignments (e.g., Selective Traffic Enforcement Program, overtime, off-duty court appearances, etc.) will be counted as HCSO duties. All hours worked in special programs or assignments:
    1. Shall be included in the maximum work hours set forth in this policy; and
    2. Consequently, reduce the number of hours available for extra-job duties.
  2. Compensatory or vacation time taken off duty may be deducted from the total number of HCSO duty hours worked, thus increasing the number of hours permitted for extra-job duties.
  3. Sick time taken shall NOT be deducted from the total number of HCSO duty hours worked.
Off-Duty Motorcycle Escorts
1. All the terms of Policy 806 — Motorcycle and Operator Requirements apply to deputies working extra jobs involving motorcycle escorts.
2. Prior to requesting authorization to work an extra job involving motorcycle escorts, a deputy must:
  1. Possess a valid Texas driver’s license with a motorcycle endorsement and a valid liability insurance policy that covers the motorcycle to be operated on off-duty motorcycle escorts;
  2. Complete all training courses required under Policy 806 — Motorcycle and Operator Requirements on the motorcycle to be operated on off-duty motorcycle escorts; and
  3. Pass all relevant inspections required under Policy 806 — Motorcycle and Operator Requirements with the motorcycle to be operated in off-duty motorcycle escorts.
3. At all times while working an extra job involving motorcycle escorts, a deputy must wear the complete and unaltered motorcycle uniform described in Policy 240 — Dress Code and Policy 806 — Motorcycle and Operator Requirements.
Off-Duty Bicycle Patrol
1. All the terms of any SOPs relevant to on-duty bicycle patrol apply to deputies working extra jobs involving bicycle patrols.
2. Prior to requesting authorization to work an extra job involving bicycle patrols, a deputy must:
  1. Complete all training courses required for on-duty bicycle patrol; and
  2. Pass all inspections required for on-duty bicycle patrol.
    Note: When a bicycle is to be used in an extra job, that bicycle shall not be inspected until after the relevant training has been completed.
3. HCSO-owned bicycles issued through a contracting entity may not be used for any extra jobs located outside of those areas covered by the contract.
4. The Parks Unit (Parks) shall maintain a roster of all deputies who have completed the required training and passed the required inspections. That roster shall be provided by Parks to the EEU.
5. As directed by competent authority, any deputy on the list maintained by Parks may be placed on special assignments involving bicycle patrol. These special assignments are considered HCSO duties for purposes of pay and hours worked.
6. After completing the required training and inspections, deputies requesting authorization to work extra jobs involving bicycle patrols shall apply for extra employment with the box labeled “Bicycle Patrol” checked.
7. At all times while working an extra job involving bicycle patrols, a deputy must wear the complete and unaltered uniform adopted by the Bicycle Patrol Unit and described in Policy 240 — Dress Code.
8. Any deputy not currently assigned to the Bicycle Patrol Unit who fails to comply with the above standards shall be removed from the roster of personnel approved for bicycle assignments and extra employment maintained by Parks.
Off-Duty All-Terrain Vehicle (ATV) Patrol
1. All the terms of any SOPs relevant to on-duty ATV patrol apply to deputies working extra jobs involving bicycle patrols.
2. HCSO-owned ATVs may not be used for extra jobs in almost all circumstances. The only exceptions are extra jobs coordinated through Parks and related to events sanctioned or sponsored by a Harris County Commissioner’s office. Therefore, most extra jobs involving ATV patrol will require the use of employee-owned ATVs.
3. Prior to requesting authorization to work an extra job involving ATV patrols, a deputy must:
  1. Complete all training courses required for on-duty ATV patrol; and
  2. Pass all inspections required for on-duty ATV patrol.
    Note: When an ATV is to be used in an extra job, that ATV shall not be inspected until after the relevant training has been completed.
4. At all times while working an extra job involving ATV patrols, a deputy must wear the complete and unaltered uniform adopted by the Patrol Support Services Bureau fur use while operating ATVs in the field.
5. Any extra-employment application indicating the use of an ATV must be approved by the deputy’s immediate supervisor.
Extra Employment Complaints and Violations
1. Any extra-employment-related complaints received against employees or violations of this policy by any employees shall be presented to that employee’s bureau commander for consideration in accordance with Policy 231 — Internal Investigations.
2. IAD shall generate and assign a unique case number to each such complaint or violation.

References

Civ. Serv. Comm’n Rule 8
Policy 231 — Internal Investigations
Policy 240 — Dress Code
Policy 806 — Motorcycle and Operator Requirements

Revision

This policy has been revised on the below listed dates:

April 21, 2009 May 25, 2011 June 30, 2015 May 15, 2018

September 24, 2009 June 27, 2012 December 5, 2016 December 27, 2021

November 20, 2009 December 4, 2014 March 21, 2018 September 29, 2025