Having a full time job while moonlighting with part-time work is not totally uncommon. Many employees have to take on extra work to supplement low salaries being offered by employers these days and/or to rebound from years of being unemployed during the recession. Whatever the reason for taking on additional work while maintaining full-time employment, it is pertinent to understand how a second job may affect your full time job.
For numerous reasons some employers may forbid their full-time employees from engaging in any other employment, even if handled during hours outside of their normal business hours. Why is this so?
Fear of competition, unauthorized use of company resources, and/or not being totally available while being compensated to do so are all several reasons employee handbooks establish policies against part time jobs.
Three factors influence how your employer can restrict activities outside of regular work hours:
1. Your Employment Contract
2. The Laws Of Your State
3. The Nature Of Your Job
You can determine the extent to which you are restricted from having a second job by examining the type of contract you have with your employer. Although there is nothing illegal about having two jobs, and even if your company has a policy against maintaining additional employment, it may still be in your best interest to have a conversation with human resources and your boss to see if a solution can be obtained.
Here are a couple of items to address during said conversation:
1.Request specific information surrounding company policy pertaining to additional employment. You want to be fully apprised of and understand all rules and ramifications of seeking another job. This includes going over any language in company handbooks or employment agreements you may have signed.
2. Assure your employer that you current full-time employment will always be your first priority. This means that you will not infringe on your full-time duties in order to take care of secondary tasks.
3. Remain dutiful when it comes to maintaining company secrets and any non-compete and/or non-disclosure agreements you may have with your employer.
4. Document all discussions with human resources and your boss noting what was agreed upon during those discussions.
Rashida Maples, Esq. is Founder and Managing Partner of J. Maples & Associates (www.jmaplesandassociates.com . She has practiced Entertainment, Real Estate and Small Business Law for 10 years, handling both transactional and litigation matters. Her clients include R&B Artists Bilal and Olivia, NFL Superstar Ray Lewis, Fashion Powerhouse Harlem’s Fashion Row and Hirschfeld Properties, LLC.