What is Moonlighting in Job: One of the hottest subjects in the gig economy is moonlighting. It has increased significantly, particularly since the worldwide pandemic and the WFH model or remote working culture. The validity of moonlighting in job areas is hotly debated. Read on!
While some individuals embrace moonlight, others strongly hate it.
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What is Moonlighting in a Job?
Some employees must work multiple jobs to satisfy their financial commitments. While you may support your employee’s desire to work more than one job, there are several instances where moonlighting might be detrimental to the company.
Understanding your rights as an employer when it comes to moonlighting might help you manage workers who work multiple jobs more effectively.
Learn what moonlighting is, see instances of moonlighting, determine whether a moonlighting policy is required, compare non-compete provisions and moonlighting policies, and read answers to commonly asked questions concerning moonlighting personnel.
What is Employee Moonlighting?
Employee moonlighting is when an employee works more than one job. The moonlighting employee often works one full-time job and one part-time job, while some people use the phrase to apply to any circumstance in which a person works for more than one organization.
The majority of moonlighting circumstances that may need an employer to develop a moonlighting policy occur when the moonlighting employee has a “primary,” generally full-time, and a “secondary,” or part-time work.
Exemplifications of Moonlighting
Moonlighting may take many different shapes. Consider the following instances of employee moonlighting to see whether any of your workers are moonlighters:
- Pat works for your organisation full-time in the customer service department, from 9 a.m. to 5 p.m. From Monday through Friday. Pat teaches kids ballet courses at a local dance facility from 6 p.m. to 9 p.m. on Tuesdays and Thursdays.
- Jamie is a teacher at your elementary school. They serve tables at a neighborhood restaurant on Friday evenings, Saturdays, and Sundays.
- Ryan is a full-time salesman at your company. They work as a telemarketer from 6 p.m. until midnight four days a week.
Considerations for Whether You Need an Employee Moonlighting Policy
The majority of employee moonlighting scenarios are beneficial to both the workers and their company. However, some scenarios may not work and may necessitate the implementation of a moonlighting policy for your organization.
Consider the following factors when evaluating if you need a policy for part-time employees:
Fatigue:
Depending on the hours and nature of the employee’s second employment, they may be too weary to complete their job tasks for your company.
Hours:
For hourly employees in particular, their second job may limit the number of hours they are available to work for your company.
Distraction: Some employees may become distracted when working for you by tasks related to their other position, resulting in lower on-the-job productivity.
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Conflict of Interest:
In some situations, the employee’s second employment may be a source of concern for your organization.
If you observe that these variables are affecting the job performance and productivity of moonlighting staff, it’s time to consider creating a moonlighting policy.
Strong moonlighting rules emphasize outlining your expectations for workers while they work for you rather than limiting what they may do outside of work.
For example, your moonlighting policy may require workers to be ready to work during particular hours each week.
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