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Make sure moonlighting policy is practical

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in HR Management,Human Resources

With more than 30% of U.S. employees holding some kind of second job or side gig, your organization—whether it knows it or not—likely faces business and legal risks that arise from moonlighters.

Best course of action: Don’t try to ban employees from performing any jobs outside of your working hours. That could only drive away good workers.

Instead, set a clear policy that prohibits employees from engaging in other employment while at work. Some elements your policy might include:

  • Explicitly prohibit employees from conducting outside work on company time or using company resources
  • Don’t let employees take moonlighting jobs with competitors.

Finally, make sure you apply your moonlighting rules uniformly to avoid discrimination claims.

Sample moonlighting policy

“Employees are expected to devote their time and efforts to [the company’s] business while at work. While outside employment is not prohibited, it must not interfere with your employment with [the company.] You may absolutely not solicit business, make sales, distribute products or otherwise conduct an outside business while on [the company’s] premises, including during breaks, lunch or on days off. You may not engage in any business that is in competition with [the company’s] business. You must inform your immediate supervisor about any second job before beginning.”

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