how to deal with moonlighting employeeshow to deal with moonlighting employees

OHW+ One such technique is screening engagement. Though every employee needs to abide by employment contracts, the option of firing the employee is too early to decide. You need your employees to help run your business. James Green considers how to best tackle a shadowy issue. Alternatively, instead of implementing a policy directly addressing moonlighting, an employer may choose to address employee moonlighting as it relates to each particular business-related concern. Some people go for a second job but find it challenging to balance the second job with the regular one. Job switching may not be that easy at times, and moonlighting is a good option to try a second job while continuing with a regular job. Eventually theyll be able to put those muscles to work for you. For example, someone may work a desk job all day and go hours without talking to someone in person. If employees are found to be working on two company projects, strict actions will be taken for disclosing any confidential data or even more. 4. If an employer knows one of its employees is working elsewhere in the evenings or at weekends, then the employee may not be getting adequate rest breaks and may be exceeding the 48-hour limit; a potential breach of the employers obligations under the Regulations. They can do this by setting performance expectations, protecting confidential company details, and others. It helps managers track the work activity of employees and identify any signs of moonlighting. To earn additional income In this unpredictable economic climate, many employees are looking for additional sources of income. It is a popular practice of working for one organization while taking extra job responsibility without the employers knowledge, and both are performed simultaneously, which is termed as moonlighting. Some of your employees might have to work multiple jobs to make ends meet. In some cases, passion may not be financially rewardable but they are so dedicated with their passion that they cant leave it then they will moonlight with their passion. #realtalk Blog > Manage a team > Employee moonlightin. Retail associate interning at a tech company? Others might want the additional income to support their financial goals. Instead, be open and flexible with your employees when it comes to scheduling. Facebook 4. Here are a few common reasons why employees moonlight. They are discontent with their current situation, so they seek new opportunities to broaden their knowledge and experience. After an employee has been caught moonlighting, many companies are now offering remote workers flexible schedules as a benefit. If youre managing a team of hourly workers, chances are you have a few employees who moonlight at a different hourly job. There is no particular law to prevent your employees from moonlighting. Regardless of your employee's situation, it's important to be respectful and supportive of their decisions. Most often, this is only two to four hours out of their day and only happens occasionally during the week. Employees who hold two jobs perform the same as employees who only have one. Even if they arent able to work one of the shifts assigned, they have time to communicate with their other coworkers to swap in advance. Its easier to prioritize working at your business if they know their shifts are consistent and notified far enough in advance. Nowadays, most employers are encouraging employees to give a heads up on moonlighting. 6 tips to effectively manage moonlighting employees, 2. Managing the schedules of multiple moonlighting employees can be challenging, but the benefits of retaining your employees greatly outweigh the costs. There are a few ways that employers can deal with employees who are moonlighting, such as: Talk to the employee: This is the best way to find out why the employee is moonlighting and to see if there is a way to solve the problem. Thats about 10% of the American workforce. 5 seconds please. Many managers try their best to avoid their employees from moonlighting, just because of the complications it can cause their business. Moonlighting refers to holding one or more jobs during the course of regular employment. Introduction To OKRs An employee hired for a company works for another organization, working on the same project. However, the nature of the illness may have a genuine effect on the job they do for you but may not prevent the employee from performing other work, and therefore an investigation should be carried out. This is when an employee manages both jobs without any trouble. 01 The new ways of working have led to organisations rethinking the modern workplace policies. The biggest change for organizations was the opening up of the possibility of employees working from home. Many companies deploy tools and techniques to detect and prevent risks associated with moonlighting such as data leakage and daylighting. 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Ultimately, its up to you as a manager to decide what course of action youd want to take with this employee. Some states, such as California, Colorado, New York and North Dakota, have enacted broad statutes which protect employees from adverse employment action when they engage in lawful conduct while off duty and away from the worksite. Reports show that 64% feel that moonlighting is ethical and has nothing to do with the loyalty of an employee. Many employees moonlight because they want or need extra cash. Features list 2023, 2011 - 2023 DVV Media International Ltd, No compensation for beauty therapist unfairly dismissed for moonlighting as hairdresser. Perhaps they are not appreciated by their company and find solace in contributing elsewhere. See if theyre willing to spruce up the new menus. The number of remote employees is growing these days, posing a threat to IT companies, especially after the pandemic. It is user-friendly employee tracking software that tracks employee performance without affecting employees mentally or physically. This clause prevents employees from using their paid sick leave from your job to perform work at a different job. At the end of the day, its your responsibility as a business owner and manager to decide how to best manage your employees. Again, an employers weapon of choice in this situation will be the express terms of the contract. This doesnt detract from their main role, and this only takes up a small portion of their free time. They want to explore their skills via other challenging projects or hobbies. If you foster a healthy working environment that pays well, your employees wont need to split their time with another job. titleStyle: "Roboto 22px #EA5938", map: true, Hourly employees are often unwilling to disclose whether or not they have a second job. An otherwise situation will lead to a violation of the employees code of conduct. Later, she joined "Desklog," an automated time-tracking software, as a project consultant. . So, working per need and including some extra work and pay can be beneficial. Ask An Open-Ended Question. Ethical moonlighting is a situation in organizations that creates multiple job opportunities and encourages them to try it. It helps enhance earnings; thus, the trend is becoming a new normal. For example, a term in your moonlighting policy might be that employees must be available to work during specific hours every week. A less draconian measure would be to include a requirement that the employee requests the employers permission before they take a second job. If you know employees are working an additional job due to financial reasons, maybe theres ways you can help as an employer. At the end of the day, if your employees are doing great work, theres no reason to worry about them holding a second job. Keeping an eye on regular attendance can help prevent small situations from turning into huge problems. Using company time to further a workers personal business would be in breach of this clause and the employer could instigate appropriate disciplinary sanctions. Otherwise, it can lead to data leakage problems, loss of knowledge and others. More engagement in the community. FirstName: data.firstname, Some employees may find it challenging to balance a second job (part-time or full-time) with their regular job. That is a powerful remedy for an employer to have when dealing with unlawful activities by its senior employees. How to Deal with Moonlighting? Organizations looking to curb moonlighting deploy various techniques and tools to prevent the risks. That said, it is critical that employers identify the specific aspects of moonlighting that pose a real or potential threat to its business interests, rather than simply operating from an assumption that all moonlighting is prohibited. Theres no law against it and theres really nothing employers can do to make employees disclose their employment status at other companies. Region__c: data.region, According to a recent study, approximately 16 million Americans work more than one job. . Why advertise with us? Based on information from the Longitudinal Employer-Household Dynamics, these are the top industries moonlighting employees are most likely to work in as their secondary role: Theres a larger cultural conversation surrounding the ethics of moonlighting. Try to share that the company is concerned about employees well-being and value trust. Chandler is a seasoned leader that has scaled sales teams for SaaS startups and multibillion-dollar publicly traded tech companies, as well as, led Marines to accomplish the mission during hardships overseas. If your employees are using their time at your business to learn new skills, encourage them. Instead, take their availability at face value and respecting it is the best course of action. that double employment isnt ethically correct, and the company wont tolerate such practices from employees. See if theyre willing to spruce up the new menus. Employees moonlight for a variety of different reasons. Do you allow moonlighting? As a business owner, its up to you to figure out what parts of moonlighting affect your business the most. , three-quarters of middle-income Americans say their income is falling behind the cost of living. By this, the employees recognize that the company is highly concerned about work culture and will discourage moonlighting practices against company policies. Before such a situation arises, communicate with employees openly and honestly. The best way to handle this situation will differ depending on the individual, the company, and the industry. If you would like to learn how Lexology can drive your content marketing strategy forward, please email [emailprotected]. This also includes those who work multiple part-time jobs, or people who work several different freelance jobs at once. This has been a growing trend, especially in the health, education, and tech . A moonlighting policy doesnt necessarily mean that it can prohibit them from being engaged with more than one job. It depends. Offer team communication tools that allow your employees to connect. A recent decision by the Workplace Relations Commission (the WRC) offers practical guidance to employers addressing a situation where an employee is "moonlighting" - i.e. Coordinate with your employees who work full time so you can best schedule them in a way that fits both of your needs. There are two main ways moonlighting can become a legal issue: An employee is running a side business that adversely impacts on an employer's financial or business interests If youre worried about employee performance, be sure to include a performance clause within your policy. Are there mistakes happening on certain shifts over others? prohibiting any outside work that interferes with the employees job performance. You can ask them the reason for moonlighting and help them if you can. Yes! Worried about other competitors? This website uses browser cookies to enhance your user experience and boost loading speeds but we never store any of your private data. Whatever the case, its important to be considerate of their reasonings for moonlighting. helps protect both your business and your employees. A little bit of empathy goes a long way. With free employee scheduling, time tracking, andteam communication,managers and employees can spend less time on paperwork and more time on growing their business. For example, moonlighting employees may not have the energy to perform at their full capacity, which in turn may pose a safety hazard. In fact, these employees performed just as well as the employees with only one role. Nevertheless, there is another mess to deal with, i.e., Employee Moonlighting. The number of remote employees is growing these days, posing a threat to IT companies, especially after the pandemic. What to consider Before you write your policy, consider the following points: 1. Implementing a moonlighting policy is the best way to protect both your employee and your business from potential risk. How Do We Define Employee Moonlighting? If employees know that they are doing something wrong or employers dont know of employees moonlighting practice, employers should convey that they trust the team. Ans. There are a variety of reasons why someone chooses to work a second job. , researchers found that employees who work two jobs dont necessarily prioritize one job over the other. If your employees are using their time at your business to learn new skills, encourage them. Employee Benefits As the cost of living increases, many employees pursue dual employment due to low salaries and employee benefits. Where this arises, you should be in a good position to discipline or dismiss the employee on the basis that the employee has been dishonest about the state of his or her health. Here are a few other statistics regarding employee moonlighting that are important to consider as a manager of hourly employees. What they do with their time outside of working for you is for them. At the end of the day, you can only control your employees performance at your business. Disciplinary action could then be taken. It most commonly refers to individuals with a primary full-time role and a secondary part-time job. If youre employing somebody part time, theyre legally able to work more than one job. Employee moonlighting isnt limited to one specific industryin fact, moonlighting can take on all shapes and forms. By signing up, you agree to ourTerms andPrivacy Policy. Strong moonlighting policies focus on defining your expectations for employees while working for your company rather than limiting what they can do outside of work. According to a study conducted by Primerica, three-quarters of middle-income Americans say their income is falling behind the cost of living. This leads to less dedication and productivity as they only spend less time on their full-time jobs due to working on 2 jobs simultaneously. For example, an employer may address potential moonlighting problems by developing a conflict of interest policy, an overtime policy, and a policy regarding confidential information. Precisely, moonlighting is the term for employees who work with two or more organisations at a time. Then remind them of the consequences of moonlighting. However, the basic policy has statements regarding the following: Kemp House 152-160 City Road, London, UK, EC1V 2NX, Sri Hartamas, 50480 Kuala Lumpur, Malaysia, C/o Vasants Business Park, 1st floor, 44/2A, Bellary Road, Hebbal, Next to Aster CMI Hospital and behind VSPL Building, Bangalore - 560092, The Essential Guide to Employee Productivity in a Hybrid Setup, 10 Best Employee Retention Strategies to Keep Your Best Talent, Qualities of a Good Manager: 10 Skills You Need, How To Get Started With OKRs? If you develop a moonlighting policy, use it when you counsel employees about whatever problems you perceive the other job causes for . The fact of the matter is that hourly employees may not disclose their employment status for fear of retaliation in the form of less hours, less desirable shifts, or being passed up for. A non-compete agreement is essential to have before hiring a candidate. Working another job can provide a way for your employees to push themselves within their careers. This is how it poses a challenge to the IT sector. The conflict of interest clause can protect you. For example, someone with a full-time job may go and teach yoga classes at their community center two days a week. According to Rishad Premji, anyone who works for Wipro while moonlighting for a competitor will not be part of Wipro. More difficult issues arise where an employee is working for another business or on his or her own account during normal working hours, perhaps using company equipment and resources. Because most lawful conduct statutes have an exception for business-related concerns, employers should tie their moonlighting policy to the business-specific concerns, such as those identified in Step 1 above. Keep a step ahead of your key competitors and benchmark against them. Its easier to prioritize working at your business if they know their shifts are consistent and notified far enough in advance. One such technique is screening engagement. Its not uncommon for people to turn a hobby into a side gig. Worried about other competitors? There are many reasons why people go moonlighting. Here the employees work for 2-4 hours after their primary job without affecting the productivity of the primary job. Moonlighting is the practice of working on a second job outside normal business hours of the primary job. Eventually theyll be able to put those muscles to work for you. Lets be realnot having a consistent income is a huge source of anxiety for some people. If you have an employee who needs to make deliveries early in the morning, maybe dont schedule them to make deliveries after a late night of bartending. Analyse whether or not you can show that the scope of the employees competing activities has gone so far as to take business away from your company before embarking on litigation. Contact us Provide them opportunities for them to stretch the new muscles theyre earning. And thats about a total 75% of employees thinking about freelance opportunities. In addition, moonlighting may hinder an employees ability to work overtime, there is an increased risk that confidential information will be divulged when an employee works more than one job and moonlighting may create a conflict of interest if the employee works for a competitor. IT giants like Wipro terminated 300 workers as its competitors employed them, which fueled the situation. Employee moonlighting is when an employee holds two different jobs. Consider discussing those options with your employee so your business can also grow with those skills. It is when an employee gets hired by a primary company and works on a project in the same field in a secondary company, usually without the knowledge of the primary company. For example, Some may be pursuing their passion by doing a secondary job. Sometimes creating a full schedule while navigating different employees availability feels impossible. A 9-5 office worker teaching two cycling classes a week before work, A student working part time at two different jobs to help pay for college, A teacher running a burgeoning floral business outside of working hours, A retail worker picking up different shifts at another business during the holidays, A full-time graphic designer offering consulting work on the side, A novelist who also writes freelance articles, A full-time barista who hand draws chalkboard art for small businesses. They can extend into a specific geographic region and for a specific period of time. A kind approach is appointing an HR expert and openly communicating with your employees. Desklog is a perfect solution to solve the problem of moonlighting. Sometimes adding an additional role helps to fulfill a part of their life that they cant get within their main role. Anything beyond that is out of your control. Wipro terminated 300 employees who moonlighted for its top competitors. You can approach your employees by telling them how much you care about their well-being and value their trust because this makes them more sincere towards their job. Lets explore Moonlighting in detail and we have also offered some tips on tackling employee moonlighting and freelance activities to ensure they dont interfere with your business. prohibiting any employment that creates conflicts of interest, including working for a competitor; maintaining trade secrets or confidential or proprietary business information; prohibiting any act or behavior that adversely affects the primary employers image or reputation; prohibiting outside work during normally scheduled work hours; prohibiting employees from representing the primary employer while performing outside work; prohibiting solicitation for outside employment, including sales or pyramid marketing; prohibiting use of work resources, equipment, or benefits (including negotiated discounts or other company perks) for outside employment; and.