Moonlighting policy: What’s the best language? — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
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Moonlighting policy: What’s the best language?

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Q. We are a not-for-profit agency working with developmentally disabled clients. Some of our therapists moonlight with private patients. Should we allow this? If not, how would we word a policy statement forbidding it? — B.B., Maryland

A. It’s perfectly legal to establish a “no moonlighting” policy so long as it’s enforced evenhandedly. Your policy could include the following language: “Because of varying staffing needs, required overtime work assignments, potential conflicts of interest and safety considerations, we consider employment with us to be not only primary, but it must also be exclusive. Accordingly, full-time employees can work only for us and cannot also be employed by any other employer while employed by the Company.”  

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