Your Employee Has a Second Job. Now What?

Your Employee Has a Second Job. Now What?

Today, when the cost of living in many areas of the country is so high that even well-paying jobs are not sufficient to cover all expenses, employees are hard pressed to come up with solutions that can provide the cash flow they need. Having a second paying job is often the best option when extra income is required.

Business owners are not always “in the know” when an employee is working a second job and are sometimes surprised to learn that one of their hardest workers is juggling two jobs. Then again, sometimes it really isn’t a surprise at all, especially if the following situations come to light:

  • There is a decrease in the quality of the employee’s work
  • Their attendance begins to slide
  • They start to show up late to work
  • Their productivity slows down

Once any of these situations become apparent, business owners must be proactive and take action with the following steps:

Speak to the employee about the current situation

Once an employee’s performance is compromised it is time to address the situation head- on, as ignoring the situation will not make it go away. A gap in performance or productivity should not be tolerated, however, business owners also know that it takes time and money to find and train new employees. Discuss the current circumstances and in a non-confrontational manner, alert the employee that their current performance is unacceptable and must be improved.

Be creative and open-minded about solutions

If a good employee must work a second job in order to make ends meet it may be worthwhile to examine the situation and see if there are any other options available for them. For example:

  • Do you have additional work that the employee can do after their regular business hours?
  • Are you outsourcing any work to another resource that the employee can do after their regular job?

These options may give the employee enough work to eliminate their need for the second job.

If you don’t have a “moonlighting” clause in your employee handbook, you may want to consider including one. You should speak with your employment attorney about the proper verbiage and the legality of the parameters you wish to include in the clause.

Employees also moonlight to learn a new skill, expand their network, and jumpstart a new company. Whether it is for money or not, employees with a second job MUST be able to perform effectively at work and must not have any conflict of interest that can impact your company.


For further discussion or comments, please contact Gail L. Trugman Nikol, President Unique Business Solutions, gail@ubsassociates.com or call (516) 935-5641.

By admin May 14, 2019