Do You Allow Your Employees To Moonlight?
Employees are always looking for ways to increase their income. One of the ways is to get a raise or a promotion within the company. Another way is to take on another job after they complete the day with you. Or maybe they have always wanted to be an entrepreneur so after working all day, they work on their own business on the side. Does your company have a policy on this?
The policy is important as it provides you with protection in case an employee moonlights with a competitor or decides to start a business that is in direct competition to you. Even if it is purely economics that is motivating the employee, what happens when they come to work tired from working additional hours elsewhere?
“Employers and workers should handle ‘moonlighting’ with care” on Beliveau Law Group.
Employers’ reactions to moonlighting run the gamut: Some couldn’t care less, while others consider it a firing offense. Many employers have no problem with a second job as long as the employee’s work performance remains solid, and as long as nothing the employee does for an outside company compromises the employer’s business interests.
In creating a strong working relationship with employees, you don’t want to create a stifled work environment, yet employees benefit with clearly defined policies that support the business. The role of a leader is to help the employees stay honest to the success of the business. When you clarify what is important, then they can decide how they want to respond. Set the ground rules and let each employee know.
If the employee is not moonlighting with a competitor and is able to handle their responsibilities, a smart manager understands that employees have to support themselves and families.
Be well,
Pat
