No policy? Punish moonlighter anyway

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in Human Resources

Q. We just discovered that an employee we hired two months ago is working for another company, too. He is a salaried employee and hardly ever in the office. Is there anything we can do? Is it too late to add a no moonlighting policy to our handbook? — K.T., California

A. Even if you don’t have a moonlighting policy or noncompetition agreement, your company has rights! If you believe an employee’s productivity is suffering because he’s working for another company, tell him to shape up or ship out. If the employee is working for a competitor, tell him that if he doesn’t quit his secondary employment immediately, he will be fired.

Turning to your second question, it's not too late to implement a moonlighting policy ... and I suggest that you do so right away. You have the right to expect employees to work, whether they’re salaried or not.  

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