Protect The Badge: When Officers Work Off-Duty, Oversight Cannot be Optional

Off Duty Management is not affiliated with the events described in the linked article and encourages agencies to review independent reporting and assess their own program safeguards.

Recent developments with a Texas case shed light on the necessity to have oversight on off-duty work being requested by vendors. This case starts with hidden identity, fraudulent activity, and an unfortunate catastrophic end to a preventable outcome. While we do not know the details of the reported event beyond what has been published in the news media, the events described do underscore how important it is for agencies to have strong controls in place when coordinating off-duty assignments—particularly when using digital scheduling platforms or third-party coordination models.

The suspect in this case, Diamon-Maziarre Robinson, operated under a false identity and had been impersonating a federal agent. It was discovered that Robinson was living under the alias “Mike King”. He used fabricated documents and wore police-style uniforms. Moreover, he created fake businesses to hire legitimate police officers for off-duty work using a third-party platform. Police revealed that Robinson had multiple active warrants, including a 2014 auto-theft warrant and a 2016 forgery-related theft warrant. A search of his apartment uncovered law enforcement badges, firearms, and falsified identification. Robust vendor vetting and due diligence are essential to prevent similar incidents, as thorough screening and risk assessment can help agencies avoid falling victim to fraud schemes.

Moreover, sources confirmed, that U.S. Representative Jasmine Crockett acknowledged that Robinson had worked as a security guard for her, under that exact same alias “Mike King”. Crockett’s team followed all security-contracting protocols and had no reason to suspect Robinson’s true identity. The shear closeness of a criminal being able to have security clearance to access a U.S. Representative is alarming.

Therefore, oversight cannot be optional. Law Enforcement Agencies need to ensure that their programs operate with strong safeguards, policies and procedures that protect their officers and the people they are safeguarding. Maintaining necessary documentation for compliance and audit purposes is critical, as it ensures accountability and readiness for inspections or investigations. Regular vendor audits and effective vendor management are crucial for reducing the risk of fraud. Having organized documentation ready for audits can streamline the process and reduce agency risk.

This case is an ongoing active investigation and further details will unravel Robinson’s network of aliases, impersonations and security-related activities. While investigations continue and no scheduling platform has been accused of wrongdoing, the incident raises several critical questions for law enforcement leadership to consider when dealing with private parties requesting off-duty work.

Why are third-party platforms being used by law enforcement agencies in the first place? Third-party platforms provide a much needed service that historically has been done in-house within an agency by a coordinator that specifically vets private companies and approves officers to work off-duty jobs, aka secondary employment. Coordinators have traditionally relied on spreadsheets and other outdated tools to track off‑duty jobs, a process that often becomes cumbersome and leads to inefficient time management. Valuable time that is taken from the agency, keeps it from focusing on more critical priorities for the agency. Taxpayer money is lost when coordinators have to divert their full attention to tracking and vetting private companies for secondary employment. That is where a third-party comes into vital play, because now that load is shifted to a third-party like Off Duty Management that can handle the administration, scheduling, and insurance aspects of off-duty jobs.

Off-duty police programs involve significant operational and legal responsibilities. Officers working secondary employment represent their agencies and often exercise law enforcement authority. Many departments and organizations have established off-duty programs to manage the scope and responsibilities involved, ensuring clear expectations, deliverables, and accountability.

Departments must ensure that these programs operate with strong safeguards. In fact, 83% of police departments nationwide have off-duty programs, and many departments have an off-duty or extra-duty policy in place to maintain accountability. Clear off-duty policies help avoid legal, financial, and reputational risks for police departments. A transparent off-duty program can help mitigate claims of divided loyalties and improve public trust. Off-duty programs play an important role for law enforcement agencies, officers, and the community.

• Vendor Verification: Private entities requesting officers must be vetted to ensure legitimacy and compliance with department policy. Confirming the legitimacy of vendors and employers is essential. Vendor compliance should be verified by collecting and reviewing necessary documentation, including insurance certificates, to meet legal and regulatory standards.Verification steps include:
  • identity verification
  • contract agreements with agencies
  • compliance with departmental guidelines

• Officer Credential Verification:Officers participating in off-duty programs must be verified through official agency channels to ensure active status and compliance with department policy. Running regular background checks on employees is also recommended to help prevent vendor fraud.
• Assignment Approval Workflows:All off-duty assignments should be subject to a formal approval process, with documentation and approvals processed in a timely manner to maintain transparency and efficiency.Departments should maintain final approval authority over assignments, including:
  • location
  • hours
  • number of officers
  • type of assignment
• Policy Enforcement:Agencies must enforce clear policies regarding eligibility, conduct, and reporting for off-duty work.
• Risk Mitigation:Oversight should include insurance, indemnification, and incident reporting protocols to protect the agency and officers.
• Insurance Coverage

Each assignment should include verified liability coverage that protects:

• the officer
• the department
• the municipality

Vendor fraud risk is evidently detrimental to your agency. We at Off Duty Management, work hand-in-hand with your agency upon implementation to set the procedures and guidelines that you require to be set in place.

Many law enforcement agencies are seeking to outsource the administrative burden of managing off-duty programs to specialized organizations. Having a streamlined process and system for managing requests, approvals, and documentation is essential for effective off-duty oversight. Many police agencies use technology to streamline approval, track hours, and ensure compliance with off-duty policies. Regular audits and documentation of off-duty assignments can help prevent claims of divided loyalties or corruption. Defining the scope of off-duty assignments and conducting thorough vendor vetting are critical components of an agency’s risk management approach.

Upon contract award, our dedicated Service and Support team will review, validate, and verify job requests, ensuring compliance with your agency rules, and will prevent jobs from getting scheduled outside of agency guidelines.

In the event there is a requirement for agency input or approval, requests will be prioritized based on agency input. We configure our technology platforms and OfficerTRAK® to conform to your policies and procedures, collective Bargaining Agreement work rules, and prescribed pay rates.

Business rules to address agency specific requirements will be configured during our implementation phase.

Review your current vetting process. Make sure your scheduling documents are current and prohibit vendor fraud risk, impersonation risk, insurance exposure, and loose rules. According to recommendations from international associations such as the International Association of Chiefs of Police, organizations and police departments should implement robust oversight practices to manage high-risk situations and reduce legal liability for both officers and agencies.

When officers work off-duty, the public still sees the badge. For that reason, off-duty programs must operate with strong oversight, verified vendors, and clear accountability. Effective oversight not only leads to safer communities and higher public trust, but also helps foster good relationships between law enforcement agencies, police departments, and the local business community. Protect the badge.

Technology can help schedule shifts, but it cannot replace program governance that is upheld by all parties in agreement.

Schedule an Off-Duty Program Governance Briefing with Off Duty Management.