Moonlighting policy (Oregon): Free template
Moonlighting policy (Oregon)
This moonlighting policy is designed to help Oregon businesses manage employees who work additional jobs outside their primary employment. It outlines guidelines for disclosure, conflicts of interest, and performance expectations.
By implementing this policy, businesses can protect their interests, maintain productivity, and ensure employees’ outside work does not interfere with their primary job.
How to use this moonlighting policy (Oregon)
- Define moonlighting: Clarify what constitutes moonlighting, such as part-time work or freelance gigs.
- Require disclosure: Specify that employees must disclose any outside employment to their supervisor.
- Address conflicts of interest: Prohibit outside work that conflicts with the business’s interests or competes with its operations.
- Set performance expectations: Ensure employees’ outside work does not affect their performance or attendance.
- Train managers: Educate supervisors on handling moonlighting disclosures and addressing potential issues.
- Review and update: Assess the policy annually to ensure it aligns with evolving business needs and employee expectations.
Benefits of using this moonlighting policy (Oregon)
This policy provides several advantages for Oregon businesses:
- Protects business interests: Reduces the risk of conflicts of interest or competition from outside work.
- Maintains productivity: Ensures employees’ outside work does not interfere with their primary job responsibilities.
- Enhances transparency: Encourages employees to disclose outside employment openly.
- Reduces legal risks: Minimizes the potential for disputes related to conflicts of interest or performance issues.
- Supports accountability: Clearly outlines employee responsibilities regarding outside work.
Tips for using this moonlighting policy (Oregon)
- Communicate clearly: Share the policy with employees and include it in the employee handbook.
- Provide training: Educate managers on handling moonlighting disclosures and addressing potential issues.
- Monitor compliance: Regularly review employee disclosures and performance to ensure adherence to the policy.
- Address issues promptly: Take corrective action if employees violate the policy or their outside work affects their primary job.
- Update regularly: Revise the policy as needed to reflect changes in business needs or employee expectations.
Q: How does this policy benefit businesses?
A: It helps businesses protect their interests, maintain productivity, and reduce legal risks related to outside work.
Q: Can employees work additional jobs without disclosing them?
A: No, employees must disclose any outside employment to their supervisor under this policy.
Q: What should businesses do if an employee’s outside work conflicts with their primary job?
A: Businesses should address the issue through clear communication, performance reviews, and, if necessary, disciplinary action.
Q: How often should employees update their moonlighting disclosures?
A: Employees should update their disclosures whenever they start or change outside employment.
Q: How often should this policy be reviewed?
A: The policy should be reviewed annually or whenever there are significant changes to business needs or employee expectations.
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This article contains general legal information and does not contain legal advice. Cobrief is not a law firm or a substitute for an attorney or law firm. The law is complex and changes often. For legal advice, please ask a lawyer.