Some workers have little choice but to take on additional employment because they have so many financial commitments. There are circumstances in which a person moonlighting for another firm might have a detrimental influence on your business, even though you may support the employee’s desire to devote themself to more than one employment.

It is possible to improve your ability to manage workers who work multiple jobs by understanding your rights as an employer in relation to moonlight. So, what is moonlighting, and what are the most basic examples of moonlighting?

In this article, we will find out what moonlighting is, look at some instances of moonlighting, learn when to adopt a moonlighting policy, evaluate the distinctions between non-compete rules and moonlighting policies, and read the answers to commonly asked questions regarding moonlighting personnel.

What Is Meant By The Term “Moonlighting”?

A condition known as “moonlighting” is when an employee works simultaneously at more than one job. In most cases, the moonlighting employee has one full-time job and one part-time employee. However, some people use the word moonlighting to apply to any circumstance where a person works for more than one organization.

The majority of instances of moonlighting that may necessitate an employer developing a moonlighting policy include the moonlighting employee holding two jobs: a “primary” position, which is often a full-time one, and a “secondary” job, which is typically a part-time role.

Examples Of Moonlighting At Workplace

Moonlighting may take on a variety of different shapes. Consider some of the following instances of moonlighting by workers to assist you in determining whether your staff members engage in the practice:

  • Chris is employed by your organization on a full-time basis in the customer service department, and his work hours are Monday through Friday, 9 am to 5 pm. Chris teaches kids ballet courses at a local dancing school from six o’clock in the evening until nine o’clock at night on Tuesdays and Thursdays.
  • Aaron is a faculty member at the middle school that you attend. They work as wait staff at a neighborhood restaurant on Friday evenings, Saturdays, and Sundays.
  • The full-time salesperson at your company, Amanda title at your company, is a “Salesman.” They are a telemarketer from six in the evening till midnight four days a week.

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Considerations To Help You Decide Whether You Need A Policy On Employee Moonlighting

Most scenarios in which an employee engages in moonlighting are acceptable for both the person and their employers. However, there are specific scenarios in which this is impossible, so you may need to formulate a policy about moonlighting for your company.

When determining whether or whether you need a policy for workers who moonlight, you should consider the following:

  • Fatigue: Depending on the hours the person works at their second job and the nature of the task, they may be exhausted to complete their obligations for your company.
  • Hours: Particularly for hourly employees, having a second job could restrict the number of hours they can work for your business.
  • Distraction: While working for you, some individuals may get preoccupied with responsibilities linked with another employment, which will lower their productivity while on the job.

Find that moonlighting workers’ job performance and productivity suffer due to the abovementioned issues. In certain situations, a conflict of interest may arise for your organization because an employee has an additional second job. It may be time to consider instituting a policy regarding moonlighting.

Moonlighting policies that are effective place more of an emphasis on articulating the expectations employers have for their workers when working for the firm rather than placing restrictions on what employees may do outside of work. For illustration’s sake, one of the stipulations of your moonlighting policy may be that workers must be ready to work during certain hours every week.

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Comparing Regulations On Moonlighting And Non-Compete Clauses

There is a possibility that non-compete policies or agreements and moonlighting rules have some parallels, but on the whole, these two types of policies are distinct contracts.

Non-compete policies

Non-compete rules are legal papers signed by both the employee and the employer that restrict the employee from working with or disclosing information to their company’s rivals. These policies are designed to protect the employer’s business interests. It is more typical for senior corporate executives or individuals in positions of authority who may have vital inside information about the firm to be subject to non-compete laws or agreements than for entry-level or middle-level workers.

Moonlighting Policies

Moonlighting policies are typically not separate signed agreements between the employee and employer but are a part of the company’s collection of employment policies, typically contained in the employee handbook. In most cases, moonlighting policies are part of the company’s collection of employment policies.

Moonlighting policies typically describe the circumstances under which an employee may or may not have a secondary job, whether or not the employee is required to seek approval before taking a second job, and the specific industries, companies, or roles in which the employee is not permitted to hold a secondary job.