Kavitha Gupta's blog

If you are concerned that another job might interfere with an employee's work for your business or if you want to prohibit employees from working for competitors, you may want to protect your business with a moonlighting policy. Depending on the type of business or industry you're in, your workforce may include a number of employees who are working more than one job. If this is the case you may want to consider a moonlighting policy, particularly if it's likely that another job might interfere with an employee's job with your business or if the employee's other job is with a competitor. An employee's outside employment can place a burden on your business in the following ways: Your employee may be too tired to perform your job effectively because another job might require the employee to work long or late hours. Your employee may not be able available to work the hours your schedule demands because another job also requires the employee to work the same hours. T

  Moonlighting employees: how to avoid the legal risks Locke Lord LLP USA   June 1 2009 In this unpredictable economic climate, many employees are looking for additional sources of income. This may mean working a second or third job or starting a business “on the side.” While most employers prefer not to intrude needlessly on employees’ private lives, “moonlighting” has the potential to create serious problems for employers. For example, moonlighting employees may not have the energy to perform at their full capacity, which in turn may pose a safety hazard. In addition, moonlighting may hinder an employee’s 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. Employers should take the following steps to lawfully address employee moonlighting. STEP 1: Identify business-related concerns related to moonlighting.