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.

Drafting Considerations

The following is background commentary for whoever is drafting or reviewing this policy -- not part of the operative policy above, and not something to publish as a rule employees are bound by.

Some states (for example, California, Colorado, New York, North Dakota, and Washington, D.C.) restrict or prohibit employers from banning employees' lawful off-duty second employment or penalizing lawful off-duty conduct that does not conflict with the employer's legitimate business interests. This policy should be applied consistent with the law of each state in which the Company has employees; confirm current requirements with counsel before taking adverse action based on outside employment.