What Is Moonlighting Policy ? - Job Opportunities

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Basic moonlighting policies generally contain the statements addressing:

• interference with the primary job
• conflicts of interest
• your approval of the additional employment

Interference with primary job. The main purpose of most moonlighting policies is to set out your expectation that employees will treat their work at your business as their primary job and will not allow other jobs to interfere with the performance of the primary job.
You may want to consider this clause for your policy. You do not have to restrict an employee's other job opportunities. You're just making it clear that you expect the employee to put your job first.

Conflict of interest. Part of the reason for having policies is to protect your business. A conflict of interest policy can help you ensure that employees don't start working for your competitors while they're working for you.

Approval of employment. In formulating your moonlighting policy, you may want to include a clause that states that an employee must get approval for any outside employment. If you do include this clause, be sure that it isn't too restrictive and that you apply it consistently to all employees — don't allow one person to work another job and prohibit another employee from doing so if circumstances are similar.

Sample of Moonlighting Policy

Absent express prior approval from human resources, the company does not permit moonlighting -- working for another company while employed by our Company. While the company does not seek to intrude on employee’s personal lives, moonlighting impacts on an employees ability to dedicate him or herself to the company. Clearly, working for a competitor is unacceptable and will lead to immediate termination. Other employment, while not directly competitive with our operations, also may impact adversely on an employee’s ability to work. That holds true for self-employment. Accordingly, if your circumstances require that you work a second job, or you intend to pursue your own business, please discuss the matter with the Director of Human Resources.

Regards,

Nawas