Security

Job Title: Off-Duty Law Enforcement Officer (LEO)

• Security Assignment Job Summary We are seeking qualified active-duty sworn Law Enforcement Officers interested in working off-duty security assignments. The Off-Duty Law Enforcement Officer will provide a highly visible professional law enforcement presence while helping maintain a safe and secure environment for employees, clients, visitors, and the public. This position is intended specifically for currently commissioned or sworn law enforcement personnel who are authorized by their employing agency to perform off-duty security work. Officers assigned to this position are expected to use their law enforcement training, judgment, situational awareness, communication skills, and de-escalation experience to prevent incidents, respond appropriately to emergencies, and support overall site safety.

Key Responsibilities

Maintain a highly visible law enforcement presence to deter criminal activity, disorderly conduct, and unauthorized access. Patrol assigned areas on foot or by vehicle. Monitor entrances, exits, parking areas, and other designated security-sensitive locations. Observe and identify suspicious behavior, safety concerns, or potential security threats.

Respond promptly and professionally to disturbances, emergencies, alarms, and security-related incidents. Utilize verbal de-escalation and conflict-resolution techniques when appropriate. Enforce applicable site rules, policies, and access-control procedures. Take appropriate law enforcement action when necessary and consistent with applicable law, departmental policy, and off-duty employment requirements.

Coordinate with on-duty law enforcement, fire, EMS, and other emergency responders when necessary. Assist employees, visitors, and members of the public in a professional and courteous manner. Complete accurate incident reports, activity reports, and other required documentation. Immediately report significant incidents or safety concerns to the appropriate site representative.

Maintain professional appearance, conduct, and readiness throughout the assignment.

Minimum Qualifications

Must be a currently employed, active-duty sworn Law Enforcement Officer in good standing with a recognized municipal, county, state, or federal law enforcement agency. Must possess current law enforcement credentials and commission/certification as required by the officer's jurisdiction. Must be authorized by the officer's employing agency to perform off-duty employment or secondary law enforcement/security assignments.

Must meet all agency requirements regarding off-duty employment. Valid driver's license required when the assignment involves vehicle patrol. Strong written and verbal communication skills. Ability to exercise sound judgment and remain professional during stressful or rapidly changing situations. Ability to prepare clear and accurate incident documentation.

Preferred Qualifications

Prior experience performing off-duty, secondary-employment, or special-duty assignments. Experience in security, crowd management, access control, retail environments, corporate facilities, special events, or high-visibility assignments. Training in verbal de-escalation, crisis intervention, defensive tactics, and emergency response.

Current First Aid, CPR, and/or AED certification. Strong situational awareness and interpersonal communication skills. Uniform and Equipment Officers may be required to work in an approved departmental uniform, agency-authorized off-duty uniform, or designated professional attire , depending on the assignment and the policies of the officer's employing agency.

Any firearm, duty equipment, body armor, radio, vehicle, or other law enforcement equipment used during the assignment must comply with the officer's departmental policies and applicable laws. Work Environment Assignments may include: Corporate and commercial properties Retail locations Special events Access-control posts Parking lots and exterior patrols Employee or visitor safety assignments Other designated security locations Positions may require extended periods of standing, walking, or vehicle patrol and may include day, evening, overnight, weekend, and holiday shifts .

Scheduling This position is designed to accommodate officers seeking off-duty or secondary employment opportunities . Available shifts may vary depending on client requirements and assignment needs.

Compensation

Competitive hourly rate for qualified off-duty law enforcement officers Potential overtime or additional assignment opportunities Flexible scheduling based on available assignments Employment is contingent upon verification of current law enforcement status, good standing, and any required departmental authorization for off-duty employment.

I would also change the job title from “Security Guard (Off Duty LEO)” to something like “Off-Duty Law Enforcement Officer (LEO)

• Security Assignment.” That makes it much clearer that you're specifically recruiting sworn officers rather than regular security guards. does salary count as full time employees in the medical insurance world? Yes - a salaried employee can absolutely count as a full-time employee for medical insurance purposes . Being paid a salary does not automatically make someone full-time, though. What matters is the employee’s hours of service and the terms of the employer’s health plan . For purposes of the Affordable Care Act (ACA), an employee is generally considered full-time if they average at least 30 hours of service per week or 130 hours per month . That applies whether the employee is hourly or salaried. So, for example, if you have a salaried employee who normally works 40 hours per week, they would generally be treated as a full-time employee for health insurance purposes. A salaried person working only 20-25 hours per week would not automatically become full-time just because they receive a salary. One important distinction is that “full-time employee” and “full-time equivalent (FTE)” are not the same thing under the ACA. FTE calculations are primarily used to determine whether an employer is considered an Applicable Large Employer, while actual full-time employees are the employees generally considered for coverage requirements. If you're asking this because of the FCE/Health & Welfare plan situation we just reviewed , your salaried administrative/management employees can still be full-time medical-benefit eligible even though they are not SCA employees . The SCA/H&W status and the medical insurance full-time status are two separate issues.