[{"data":1,"prerenderedAt":494},["ShallowReactive",2],{"document-outside-employment-policy-D13429":3},{"document":4,"label":23,"preview":11,"thumb":24,"thumb600":25,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":36,"customDescModule":177,"customdescription":6,"mdFm":178,"mdProseHtml":493},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"OUTSIDE EMPLOYMENT POLICY OBJECTIVE [COMPANY] recognizes that some employees may need or want to hold additional jobs outside of their employment with the Company. Employees of [COMPANY] are permitted to engage in outside work or hold other jobs, subject to certain restrictions based on reasonable business concerns. MEANING OF OUTSIDE EMPLOYMENT \"Outside employment\" is defined as any activity such as, but not necessarily limited to, consulting, advising, testing or assaying, performing analysis or examinations, the practice of one's profession, or similar work performed in addition to the official responsibilities of a full-time Company employee. Most outside employment includes compensation, but some volunteer activities may also be included. SCOPE Although we generally discourage outside employment, we understand the need to supplement your income or the wish to take up interesting projects outside of your main job. We want to ensure that moonlighting does not interfere in any way with your job at our Company. This Policy outlines our rules and provisions. This Policy mainly applies to our full-time employees, including those who work flexible hours or compressed work weeks. Salaried, part-time employees who work more than [NUMBER OF HOURS] hours per week for our Company are also included. This Policy applies to lawful activities. Being involved in illegal business (e.g., fraud, drug dealing) will result in immediate termination. We may also take legal action if you use our Company's equipment, resources or information to support any illegal activities. PROCEDURE [COMPANY] applies this Policy consistently and without discrimination to all employees, and in compliance with all applicable employment and labor laws and regulations. The following rules for outside employment apply to all employees notifying their supervisors or managers of their intent to engage in outside employment: Work-related activities and conduct away from [COMPANY] must not compete with, conflict with or compromise the Company's interests or adversely affect job performance and the ability to fulfill all responsibilities to [COMPANY]. Employees are prohibited from performing any services for customers of [COMPANY] that are normally performed by [COMPANY]. This prohibition also extends to the unauthorized use of any Company tools or equipment and the unauthorized use or application of any Company confidential information. In addition, employees may not solicit or conduct any outside business during work time for [COMPANY]. [COMPANY] employees must carefully consider the demands that additional work activity will create before accepting outside employment. Outside employment will not be considered an excuse for poor job performance, absenteeism, tardiness, leaving early, refusal to travel, or refusal to work overtime or different hours. If outside work activity causes or contributes to job-related problems at [COMPANY], the employee will be asked to discontinue the outside employment, and the employee may be subject to the normal disciplinary procedures for dealing with the resulting job-related problem(s). Employees may not use [COMPANY] paid sick leave to perform work for another employer. If an employee's outside employment presents a conflict of interest with [COMPANY], as defined in the Conflict of Interest Policy, or if such outside employment has any potential for negative impact on [COMPANY], the employee will be asked to terminate the outside employment. Fraudulent use of Company sick leave or an employee's refusal to comply with [COMPANY]'s reasonable request to terminate outside employment may result in immediate termination of employment with [COMPANY]. Employees are not allowed to solicit clients or customers of the Company for their outside employment or business interests. ROLES AND RESPONSIBILITIES The employee shall be responsible for: Being aware of potential conflict of interests and discussing with the supervisor any assignments which may pose a conflict with the Company.",null,"Outside Employment Policy","4",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/outside-employment-policy-D13429.png","https://templates.business-in-a-box.com/imgs/250px/13429.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13429.xml",{"title":15,"description":6},"outside employment policy",[17,20],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Company Policies","/templates/company-policies/","Outside Employment Policy Template","https://templates.business-in-a-box.com/imgs/400px/13429.png","https://templates.business-in-a-box.com/imgs/600px/13429.png",[27,17,20],{"label":28,"url":29},"Templates","/templates/",[31,32,33],{"label":28,"url":29},{"label":18,"url":19},{"label":34,"url":35},"Workplace Policies","/templates/workplace-policies/",[37,41,45,49,53,57,61,65,69,73,77,81,85,101,117,135,149,163],{"label":38,"url":39,"thumb":40,"extension":10},"Employment Relations Policy","/template/employment-relations-policy-D13442","https://templates.business-in-a-box.com/imgs/250px/13442.png",{"label":42,"url":43,"thumb":44,"extension":10},"Post-Employment Reference Policy","/template/post-employment-reference-policy-D726","https://templates.business-in-a-box.com/imgs/250px/726.png",{"label":46,"url":47,"thumb":48,"extension":10},"Employment At Will Policy","/template/employment-at-will-policy-D713","https://templates.business-in-a-box.com/imgs/250px/713.png",{"label":50,"url":51,"thumb":52,"extension":10},"Restrictive Covenants for Employment Agreements","/template/restrictive-covenants-for-employment-agreements-D555","https://templates.business-in-a-box.com/imgs/250px/555.png",{"label":54,"url":55,"thumb":56,"extension":10},"Employment Agreement","/template/employment-agreement-D12539","https://templates.business-in-a-box.com/imgs/250px/12539.png",{"label":58,"url":59,"thumb":60,"extension":10},"Employee Meal Policy","/template/employee-meal-policy-D13670","https://templates.business-in-a-box.com/imgs/250px/13670.png",{"label":62,"url":63,"thumb":64,"extension":10},"Employee Rewards Policy","/template/employee-rewards-policy-D13677","https://templates.business-in-a-box.com/imgs/250px/13677.png",{"label":66,"url":67,"thumb":68,"extension":10},"Employee Termination Policy","/template/employee-termination-policy-D13489","https://templates.business-in-a-box.com/imgs/250px/13489.png",{"label":70,"url":71,"thumb":72,"extension":10},"Employee Sickness Policy","/template/employee-sickness-policy-D13488","https://templates.business-in-a-box.com/imgs/250px/13488.png",{"label":74,"url":75,"thumb":76,"extension":10},"Temporary Employment Contract","/template/temporary-employment-contract-D12734","https://templates.business-in-a-box.com/imgs/250px/12734.png",{"label":78,"url":79,"thumb":80,"extension":10},"Request for Employment Reference","/template/request-for-employment-reference-D498","https://templates.business-in-a-box.com/imgs/250px/498.png",{"label":82,"url":83,"thumb":84,"extension":10},"Checklist Employment Agreements","/template/checklist-employment-agreements-D563","https://templates.business-in-a-box.com/imgs/250px/563.png",{"description":86,"descriptionCustom":6,"label":87,"pages":88,"size":9,"extension":10,"preview":89,"thumb":90,"svgFrame":91,"seoMetadata":92,"parents":94,"keywords":99,"url":100},"CONFLICT OF INTEREST POLICY FOR BOARD MEMBERS PURPOSE The purpose of this Conflict of Interest Policy at [YOUR ORGANIZATION NAME] is to provide clear guidelines to ensure that all decisions made by board members are in the best interest of the organization. The Policy aims to prevent situations where personal, financial, or other interests could potentially conflict with the duty of board members to serve the organization's objectives. SCOPE This Policy applies to all board members of [YOUR ORGANIZATION NAME] and governs any situations where personal interests could impact their decision-making. It includes all direct and indirect interests, including financial, business, or other material benefits that may be gained from board decisions. POLICY PRINCIPLES Duty of Loyalty: Board members must prioritize the interests of [YOUR ORGANIZATION NAME] above their personal or financial interests when making decisions on behalf of the organization. Disclosure: Any board member who has a personal, financial, or other conflict of interest in a matter under consideration must disclose it to the board. Recusal: Board members must recuse themselves from discussions and decisions where a conflict of interest is identified to prevent biased decision-making. Transparency: All conflicts of interest must be documented in the minutes of the meeting and made transparent to relevant stakeholders. IDENTIFYING CONFLICTS OF INTEREST Financial Interests: Board members must disclose any financial interests they or their family members have in organizations or entities that do business with [YOUR ORGANIZATION NAME]. Personal Relationships: Conflicts may arise from personal relationships with staff, vendors, or other board members that could influence a board member's judgment. Competing Organizations: Board members should disclose any involvement in competing organizations or other entities that could create a conflict with their duties to [YOUR ORGANIZATION NAME]. DISCLOSURE REQUIREMENTS Annual Disclosure: Board members are required to submit an annual disclosure form identifying any potential conflicts of interest they may have. Ongoing Disclosure: In addition to annual disclosures, board members must promptly disclose any new potential conflicts as they arise during the course of their term. MANAGING CONFLICTS OF INTEREST Conflict Review: Upon disclosure of a potential conflict, the board will review the situation and determine if a conflict of interest exists.","Conflict Of Interest Policy For Board Members","3","https://templates.business-in-a-box.com/imgs/1000px/conflict-of-interest-policy-for-board-members-D13933.png","https://templates.business-in-a-box.com/imgs/250px/13933.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13933.xml",{"title":93,"description":6},"conflict of interest policy for board members",[95,97],{"label":18,"url":96},"human-resources",{"label":21,"url":98},"company-policies","conflict interest policy for board members","/template/conflict-of-interest-policy-for-board-members-D13933",{"description":102,"descriptionCustom":6,"label":103,"pages":104,"size":105,"extension":10,"preview":106,"thumb":107,"svgFrame":108,"seoMetadata":109,"parents":110,"keywords":115,"url":116},"NON-COMPETE AGREEMENT This Non-Compete Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: FIRST PARTY NAME] (the \"First Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [COMPANY NAME] (the \"Second Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] FOR GOOD CONSIDERATION, the receipt of which is hereby acknowledged, the undersigned First party agrees not to compete with Second party, or its successors or assigns.","General Non-Compete Agreement","1",30,"https://templates.business-in-a-box.com/imgs/1000px/general-non-compete-agreement-D882.png","https://templates.business-in-a-box.com/imgs/250px/882.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#882.xml",{"title":6,"description":6},[111,114],{"label":112,"url":113},"Legal Agreements","business-legal-agreements",{"label":112,"url":113},"general non compete agreement","/template/general-non-compete-agreement-D882",{"description":118,"descriptionCustom":6,"label":119,"pages":120,"size":9,"extension":10,"preview":121,"thumb":122,"svgFrame":123,"seoMetadata":124,"parents":126,"keywords":133,"url":134},"CODE OF CONDUCT As an employee, it is important that you know what personal conduct is expected of you while on the job. In most instances, your own good judgment will tell you what the right thing to do is. In addition to complying with Company policies and job specific requirements, you are also expected to obey the rules and regulations of [COMPANY] and this Code of Conduct (\"Code\" or \"Policy\"). If your performance does not meet position requirements, you may be subject to disciplinary action, up to and including immediate termination, with or without notice, and with or without cause at any time. PURPOSE Our Employee Code of Conduct Company Policy outlines our expectations regarding employees' behavior towards their colleagues, supervisors, and the overall organization. We promote freedom of expression and open communication. But we expect all employees to follow our Code of Conduct. They should avoid offending, participating in serious disputes, and disrupting our workplace. We also expect them to foster a well-organized, respectful, and collaborative environment. SCOPE This Policy applies to all our employees, regardless of employment agreement or rank. VIOLATIONS WHICH ARE CONSIDERED AGAINST THE CODE OF CONDUCT While discipline for standard violations will follow a progressive disciplinary procedure, the Company reserves the right to implement discipline in accordance with the grievousness of the violation. Violations of these or any other Company policies may subject you to disciplinary action, up to and including immediate termination: Theft, fraud, embezzlement, or other proven acts of dishonesty. Any harassment of another employee (verbal, physical, or visual), including sexual harassment such as offensive gestures, unwelcome advances, jokes, touching, or comments of a sexual nature made to or about another employee, vendor or customer. Obtaining employment or promotion on the basis of false or misleading information. Soliciting or accepting gifts (money, services, or merchandise) in connection with Company business. Reporting for work under the influence of alcohol or any illegal substances; or possession, sale or distribution of alcohol or illegal substances while on Company premises or abusing such items while representing the Company or conducting Company business. Engaging in unauthorized employment elsewhere while on paid benefits related to illness, or while on an extended absence. Assisting anyone who you know or suspect to be involved in committing any crime or engaging in any conduct which rises to the level of a crime. Falsifying Company documents or records, including misuse of timekeeping records, or falsely inputting payment data. Insubordination, meaning refusing to follow legitimate instructions of a superior directly related to performance of one's job. Disrupting the work environment. Excessive absenteeism or unacceptable patterns of absenteeism. Repeatedly failing to use a timeclock as directed. Job abandonment, meaning the failure to report to work without properly notifying one's immediate supervisor, or leaving a job assignment prior to completion of your responsibilities. Conduct that is likely to cause another employee, customer or vendor of the Company embarrassment, loss of dignity, feelings of intimidation, or loss of opportunity, including all forms of discrimination and harassment. Unauthorized use of Company or customer supplies, information, equipment, funds, or computer codes/passwords. Knowingly mishandling a customer's or potential customer's account. This includes improper discriminatory practices. Refusing to repay documented overpayment of any compensation. Possessing firearms or weapons while on Company premises or carrying them while on Company business; or threatening the personal safety of fellow employees, customers, or vendors. Committing any act, on or off the Company's premises, which threatens or is potentially threatening to the reputation of the Company or any of its employees, customers, or vendors. Repeatedly failing to meet job responsibilities, job budget or quality requirements. COMPANY'S EXPECTATIONS [COMPANY] expects you to: be present at work as required. maintain agreed standards of performance. comply with health and safety policies and procedures. comply with all lawful and reasonable instructions. maintain set standards of integrity, conduct, and concern for the public interest. demonstrate commitment to [COMPANY]'s vision, values, and goals. be active in your self-development. We expect you to: comply with all reasonable instructions and work as directed by your manager. be familiar with, and consistently apply, the Acts and Regulations that directly affect your work. be familiar with, and consistently apply, the requirements of [COMPANY]'s operational manual, as well as wider [COMPANY] policies and procedures that affect your work, for example, policies for managing human resources. be consistent and fair in requiring compliance with statutory obligations. adhere to your delegations, not exploiting or abusing any power or authority accorded to you because of your role. Authority includes statutory, delegated and administrative authorities. not give any false information or make any false declaration. obtain permission from your manager before entering into any contract or agreement. not create any liability for [COMPANY] beyond your authorization. consistently follow workplace procedures for documenting decisions for action, and the reasons for taking those decisions. show reasonable care for [COMPANY] property, resources, and funds and neither use nor approve them to be used for anything other than authorized purposes. contribute to a safe workplace by knowing and carrying out your responsibilities (as an employee or as a manager) under health and safety legislation. contact your manager within 30 minutes of your normal/rostered starting time, or in accordance with local instructions, if you are unable to work because of sickness, or an emergency. maintain the standard of dress and general appearance required in your workplace. EMPLOYEE'S EXPECTATIONS [COMPANY] has an obligation to behave in a fair and reasonable manner towards employees by acting in compliance with its legal commitments","Code Of Conduct","6","https://templates.business-in-a-box.com/imgs/1000px/code-of-conduct-D13318.png","https://templates.business-in-a-box.com/imgs/250px/13318.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13318.xml",{"title":125,"description":6},"code of conduct",[127,130],{"label":128,"url":129},"Business Plan Kit","business-plan-kit",{"label":131,"url":132},"Management","business-management","code conduct","/template/code-of-conduct-D13318",{"description":136,"descriptionCustom":6,"label":137,"pages":138,"size":9,"extension":10,"preview":139,"thumb":140,"svgFrame":141,"seoMetadata":142,"parents":144,"keywords":147,"url":148},"REMOTE WORK AGREEMENT This Remote Work Agreement (the \"Agreement\") is effective [DATE], BETWEEN: [NAME OF THE EMPLOYER], (the \"Employer\" or \"Company\"), a Company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [NAME OF THE EMPLOYEE], (the \"Employee\"), an individual with their main address located at: [COMPLETE ADDRESS] Collectively, the Employer and the Employee shall be referred to as the \"Parties.\" WHEREAS, the Company has made an offer to the Employee to work remotely in the capacity of [JOB TITLE] at the Company; NOW THEREFORE in consideration and as a condition of the Parties entering into this Agreement and other valuable considerations, the receipt and sufficiency of which consideration is acknowledged, the Parties agree as follows: APPOINTMENT The Company hereby offers the Employee appointment, and the Employee agrees to serve the Company to work remotely in the capacity of [JOB TITLE] as of [DATE] (the \"Effective Date\"). PROBATION PERIOD The Employee will be on a Probation Period for a period of [MONTHS/DAYS]. The Employee's confirmation as a permanent employee is subject to the Employee making a positive contribution to the Company and is further subject to meeting certain standards and qualifying criteria during the Probation Period. PLACE OF WORK The Employee shall perform their duties at the location of their choice. The Employee will report to the [SPECIFY THE DESIGNATION] on a needs basis in the following manner: [SPECIFY THE MANNER OF COMMUNICATION]. REMOTE WORK While working remotely, the Employee will remain accessible during the remote work. The Employee will check in with the supervisor to discuss status and open issues and be available for video/teleconferences, scheduled on an as-needed basis. The Employee will take rest and meal breaks while working remotely in full compliance with all applicable policies or collective bargaining agreements, and request supervisor approval to use vacation or sick leave. To ensure that the Employee's performance will not suffer in a remote work arrangement, the Employee is advised to choose a quiet and distraction-free working space, have an internet connection that is adequate for their job and dedicate their full attention to their job duties during working hours. Equipment. The Company will provide the Employee with equipment that is essential to their job duties, like laptops and headsets. The Employee will install VPN and company-required software when the Employee receives their equipment. The Employee must keep their equipment password protected, follow all data encryption, protection standards and settings, and refrain from downloading suspicious, unauthorized or illegal software. NOTICE PERIOD During the Probation Period, if the Employee's performance is found to be unsatisfactory or if it does not meet the prescribed criteria, the Employee's employment can be terminated by the Company with [NUMBER OF DAYS] day's notice or salary thereof. The Employee will be required to give [NUMBER OF MONTHS] months' notice or salary thereof in case the Employee decides to leave the Company. DUTIES The Employee shall perform all such duties as may be delegated by the Company and comply with all such directions as the Managing Director and/or his/her nominated deputies may from time to time assign or give to the Employee. [SPECIFY DUTIES] WORKING HOURS The total working hours will be [SPECIFY HOURS] hours on Mondays to Saturdays. It is expected that the Employee will be flexible with the working hours and work such additional hours as might be necessary to efficiently perform duties under this Agreement. The Company reserves the right to change the working days and the working hours. The Employee shall be entitled to leave and holidays as per the Leave Policy of the Company. In the event the Employee is absent from work and unable to perform duties satisfactorily by reason of any injury, illness or other reason acceptable to the Company, the Employee will be entitled to receive salary and other benefits for up to [NUMBER OF DAYS] consecutive working days during any such absence, within a period of 12 consecutive months. REMUNERATION The Employee's starting total monthly gross salary and during the Probation Period will be as per details in the annexure, hereinafter known as Exhibit A. Any bonus is subject to review in accordance with the Company's practice and policies from time to time, however, there shall be no obligation on the Company to increase the salary or award bonuses at any point of time, save and except at its sole discretion. The Company shall pay or refund or procure to be paid or refunded all reasonable travelling and other similar out of pocket expenses necessarily and incurred by the Employee wholly in the proper performance of duties, subject to production by the Employee of such evidence of the expenses as the Company may reasonably require. The Employee will be required to fill in the claims forms in which the Employee shall provide the correct information of the expenses incurred. CONFIDENTIALITY AND INTELLECTUAL PROPERTY If at any time during the Employee's employment under this Agreement, the Employee participates in the making or discovery of any Intellectual Property directly or indirectly relating to or capable of being used by the Company, full details of the Intellectual Property shall immediately be disclosed in writing by the Employee to the Company and the Intellectual Property shall be the absolute property of the Company. At the request and expense of the Company, the Employee shall give and supply all such information, data, drawings, and assistance as may be necessary or in the opinion of the Company desirable to enable the Company to exploit the Intellectual Property to the best advantage as decided by the Company. The Employee shall execute all documents and do all things which may, in the opinion of the Company, be necessary or desirable for obtaining copyright, design or other protection for the Intellectual Property and for vesting the same in the Company, as the Company may direct. As Confidential Information will from time to time become known to the Employee, the Company considers and the Employee agrees that the restraints set forth in this Agreement are necessary for the reasonable protection by the Company of its business or the business of the Group, the clients thereof or their respective affairs. The Employee shall not at any time, either during the continuance of or after the termination of Employment with the Company, use, disclose or communicate to any person whatsoever any Confidential Information which the Employee has or of which he may have become possessed during employment with the Company nor shall he supply the names or addresses of any clients, customers, vendors or agents of the Company or any company of the Group to any person except as authorised by the Company or as ordered by a court of competent jurisdiction. The Employee consents to the Company holding and processing, both electronically and manually, the data it collects relating to the Employee in the course of employment, for the purpose of the Company's administration and management of its employees, its business and to comply with applicable procedures, laws and regulations. ","Remote Work Agreement","8","https://templates.business-in-a-box.com/imgs/1000px/remote-work-agreement-D13282.png","https://templates.business-in-a-box.com/imgs/250px/13282.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13282.xml",{"title":143,"description":6},"remote work agreement",[145,146],{"label":18,"url":96},{"label":21,"url":98},"remote work policy","/template/remote-work-policy-D13282",{"description":150,"descriptionCustom":6,"label":151,"pages":120,"size":152,"extension":10,"preview":153,"thumb":154,"svgFrame":155,"seoMetadata":156,"parents":157,"keywords":161,"url":162},"INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (\"Agreement\") is made and effective [Date], BETWEEN: [INDEPENDENT CONTRACTOR NAME] (the \"Independent Contractor\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Company\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS Independent Contractor is engaged in providing [Describe] business services, its Employer Tax I.D. Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[158],{"label":159,"url":160},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":164,"descriptionCustom":6,"label":165,"pages":166,"size":167,"extension":10,"preview":168,"thumb":169,"svgFrame":170,"seoMetadata":171,"parents":172,"keywords":175,"url":176},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[173,174],{"label":18,"url":96},{"label":21,"url":98},"employee handbook","/template/employee-handbook-D712",false,{"seo":179,"reviewer":192,"legal_disclaimer":177,"quick_facts":196,"at_a_glance":198,"personas":202,"variants":227,"glossary":253,"sections":284,"how_to_fill":330,"common_mistakes":371,"faqs":396,"industries":424,"comparisons":441,"diy_vs_pro":455,"educational_modules":468,"related_template_ids_curated":471,"schema":481,"classification":483},{"meta_title":180,"meta_description":181,"primary_keyword":182,"secondary_keywords":183},"Outside Employment Policy Template (Free Word)","Free outside employment policy template for managing employee moonlighting and secondary jobs. Used in 190+ countries. Free Word and PDF download.","outside employment policy template",[184,185,186,187,188,189,190,191],"moonlighting policy template","secondary employment policy","outside employment policy word","conflict of interest employment policy","employee outside work policy","dual employment policy template","outside employment disclosure form","secondary job policy for employees",{"name":193,"credential":194,"reviewed_date":195},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":197,"legal_review_recommended":177,"signature_required":177},"medium",{"what_it_is":199,"when_you_need_it":200,"whats_inside":201},"An Outside Employment Policy is a written workplace policy that defines the conditions under which employees may hold secondary jobs, freelance engagements, or self-employment activities while employed. This free Word download gives you a structured, editable template you can tailor to your organization's standards and publish in your employee handbook or intranet in under an hour.\n","Use it when employees are asking to take on side work, when a conflict of interest has surfaced involving a secondary employer, or when you want to establish a clear disclosure and approval process before problems arise.\n","A policy statement and scope clause, conflict-of-interest definitions, disclosure and approval requirements, prohibited activities, performance expectations, and consequences for non-compliance — giving managers and HR a consistent framework to apply across all employees.\n",[203,207,211,215,219,223],{"title":204,"use_case":205,"icon_asset_id":206},"HR managers","Adding a consistent moonlighting policy to the employee handbook","persona-hr-manager",{"title":208,"use_case":209,"icon_asset_id":210},"Small business owners","Protecting proprietary information when employees take on outside clients","persona-small-business-owner",{"title":212,"use_case":213,"icon_asset_id":214},"Operations directors","Standardizing the approval process for secondary employment disclosures","persona-operations-director",{"title":216,"use_case":217,"icon_asset_id":218},"Startup founders","Setting expectations with early hires who may still freelance on the side","persona-startup-founder",{"title":220,"use_case":221,"icon_asset_id":222},"Legal and compliance officers","Documenting conflict-of-interest controls required by regulators or auditors","persona-legal-counsel",{"title":224,"use_case":225,"icon_asset_id":226},"Nonprofit executives","Preventing staff from working simultaneously for competing grant recipients","persona-nonprofit-exec",[228,231,235,239,243,246,249],{"situation":229,"recommended_template":7,"slug":230},"General workforce covering all employee levels","outside-employment-policy-D13429",{"situation":232,"recommended_template":233,"slug":234},"Executive and senior leadership roles with equity stakes","Executive Conflict of Interest Policy","conflict-of-interest-disclosure-policy-D13630",{"situation":236,"recommended_template":237,"slug":238},"Employees in regulated industries such as finance or healthcare","Conflict of Interest Policy","conflict-of-interest-policy-for-board-members-D13933",{"situation":240,"recommended_template":241,"slug":242},"Remote and hybrid workforces with higher moonlighting frequency","Remote Work Policy","remote-work-policy-D13282",{"situation":244,"recommended_template":151,"slug":245},"Independent contractors engaged alongside permanent staff","independent-contractor-agreement-D160",{"situation":247,"recommended_template":248,"slug":230},"Organizations requiring a standalone disclosure form for approval requests","Outside Employment Disclosure Form",{"situation":250,"recommended_template":251,"slug":252},"Companies addressing intellectual property created during outside work","Intellectual Property Policy","intellectual-property-infringement-reporting-policy-D13717",[254,257,260,263,266,269,272,275,278,281],{"term":255,"definition":256},"Outside Employment","Any paid or unpaid work performed for another employer, client, or self-owned business while the individual is employed by the organization.",{"term":258,"definition":259},"Moonlighting","The informal term for holding a second job or freelance engagement alongside primary employment, typically performed outside regular working hours.",{"term":261,"definition":262},"Conflict of Interest","A situation in which an employee's personal or financial interests — including those of a secondary employer — could improperly influence their judgment or actions in their primary role.",{"term":264,"definition":265},"Disclosure Requirement","A formal obligation for an employee to inform their employer of any outside employment before accepting or continuing it.",{"term":267,"definition":268},"Approval Process","A defined review by a manager, HR, or a designated committee that determines whether a disclosed outside engagement is permissible under the policy.",{"term":270,"definition":271},"Competing Business","Any organization that sells products or services similar to those of the employer or targets the same customer base.",{"term":273,"definition":274},"Material Interest","A financial stake — such as equity ownership, profit-sharing, or a commission arrangement — in an outside entity that could bias an employee's decisions.",{"term":276,"definition":277},"Performance Standard","The minimum acceptable level of work quality, availability, and attendance required from an employee regardless of any outside commitments.",{"term":279,"definition":280},"Non-Compete Clause","A contractual restriction, usually in an employment agreement, that limits an employee's ability to work for competitors during or after employment.",{"term":282,"definition":283},"At-Will Employment","An employment relationship in which either party may end the arrangement at any time for any lawful reason — relevant because outside employment violations can constitute grounds for termination in at-will jurisdictions.",[285,290,295,300,305,310,315,320,325],{"name":286,"plain_english":287,"sample_language":288,"common_mistake":289},"Policy purpose and scope","States why the policy exists, which employees it covers, and what types of outside activity fall under its rules.","This policy applies to all full-time and part-time employees of [COMPANY NAME] and governs any paid or unpaid outside employment, self-employment, board membership, or freelance engagement undertaken during the period of employment.","Limiting scope to full-time employees only — part-time and fixed-term staff who moonlight pose the same conflict-of-interest risks and should be covered explicitly.",{"name":291,"plain_english":292,"sample_language":293,"common_mistake":294},"Definition of outside employment","Defines what counts as outside employment to prevent ambiguity — covering paid work, unpaid advisory roles, equity stakes, and self-employment.","Outside employment includes any work for which the employee receives compensation, as well as unpaid roles — such as advisory board membership or volunteer executive positions — that could create a conflict of interest with [COMPANY NAME].","Defining outside employment only as paid work. Unpaid advisory roles and equity positions in competing startups carry the same conflict risk.",{"name":296,"plain_english":297,"sample_language":298,"common_mistake":299},"Disclosure and approval requirements","Sets out when and how employees must disclose outside work, who reviews the request, and the timeline for a decision.","Employees must submit a completed Outside Employment Disclosure Form to their direct manager and HR at least [10] business days before accepting any outside engagement. HR will notify the employee of the decision within [5] business days of receipt.","Requiring disclosure only at hire and not on an ongoing basis — circumstances change, and a permissible side job at hire can become a conflict after a client changes or a competitor is acquired.",{"name":301,"plain_english":302,"sample_language":303,"common_mistake":304},"Prohibited activities","Lists the categories of outside work the employer will never approve, such as working for direct competitors or using company resources for personal clients.","Employees may not engage in outside employment that involves: (a) working for a direct competitor of [COMPANY NAME]; (b) soliciting [COMPANY NAME] customers or colleagues for personal gain; or (c) using company equipment, data, or intellectual property in connection with outside work.","Writing a vague prohibition like 'conflicting interests' without listing specific examples — managers need concrete criteria to make consistent approval decisions.",{"name":306,"plain_english":307,"sample_language":308,"common_mistake":309},"Conditions for approval","Describes the factors HR or management weighs when evaluating a disclosure — competitive overlap, time demands, use of company resources, and confidentiality risk.","The company will assess whether the proposed outside employment: (a) competes with or adversely affects [COMPANY NAME]'s business interests; (b) interferes with the employee's ability to meet their primary job responsibilities; or (c) creates a risk of disclosure of confidential information.","Granting or denying approval with no documented rationale. Inconsistent decisions expose the company to claims of discriminatory enforcement.",{"name":311,"plain_english":312,"sample_language":313,"common_mistake":314},"Performance and availability expectations","Makes clear that outside work cannot reduce an employee's attendance, responsiveness, or output in their primary role.","Outside employment must not interfere with the employee's scheduled working hours, on-call obligations, or ability to meet performance expectations. Fatigue, absenteeism, or reduced productivity attributable to outside employment may result in the approval being revoked.","Omitting this section entirely — without it, employees may argue that their outside work was approved without any performance condition, making it harder to act when attendance or quality declines.",{"name":316,"plain_english":317,"sample_language":318,"common_mistake":319},"Confidentiality and intellectual property","Reminds employees that their confidentiality and IP assignment obligations to the company apply even when they are performing outside work.","Regardless of any approved outside employment, employees remain bound by their confidentiality and intellectual property obligations to [COMPANY NAME]. Work product created using company information, tools, or time remains the property of [COMPANY NAME].","Treating this as a standalone IP policy clause rather than connecting it explicitly to outside employment scenarios — employees need to understand the link between their side work and their existing IP obligations.",{"name":321,"plain_english":322,"sample_language":323,"common_mistake":324},"Consequences for non-compliance","States the disciplinary outcomes for failing to disclose outside work or violating approved conditions — ranging from a written warning to termination.","Failure to disclose outside employment as required, or engaging in prohibited outside activities, may result in disciplinary action up to and including termination of employment, in accordance with [COMPANY NAME]'s disciplinary policy.","Listing only termination as a consequence — a graduated scale (warning, revocation of approval, termination) is more defensible and gives managers proportionate options.",{"name":326,"plain_english":327,"sample_language":328,"common_mistake":329},"Review and amendment","Notes how frequently the policy is reviewed, who is responsible for updates, and how employees will be notified of changes.","This policy will be reviewed annually by HR and updated as needed. Employees will be notified of material changes via [COMPANY INTRANET / EMAIL] and will be required to acknowledge the updated policy within [10] business days of notification.","Publishing the policy without a review date — a policy with no stated review cadence is treated as evergreen and rarely updated, leaving it out of step with changes in law or company structure.",[331,336,341,346,351,356,361,366],{"step":332,"title":333,"description":334,"tip":335},1,"Insert your organization's legal name and effective date","Replace all [COMPANY NAME] placeholders with your registered legal entity name and add the policy's effective date at the top of the document.","Use the registered entity name, not a trade name, so the policy is consistent with employment contracts and your employee handbook.",{"step":337,"title":338,"description":339,"tip":340},2,"Define the scope of employees covered","Confirm whether the policy applies to all employees, including part-time, fixed-term, and remote workers. Add any carve-outs — for example, board members governed by a separate conflict-of-interest policy.","Broader scope reduces enforcement inconsistencies. If you carve out a group, document the reason to avoid discrimination claims.",{"step":342,"title":343,"description":344,"tip":345},3,"Customize the prohibited activities list","Review the default list of prohibited activities and add or remove items specific to your industry — for example, patient solicitation bans in healthcare or client-poaching restrictions in professional services.","Keep the list specific and exhaustive — courts give less deference to catch-all phrases like 'any conflicting activity.'",{"step":347,"title":348,"description":349,"tip":350},4,"Set disclosure timelines and the approval workflow","Fill in the notice period employees must give before starting outside work (10 business days is standard) and identify who reviews requests — direct manager, HR, or a designated committee.","A two-level review (manager plus HR) catches conflicts the direct manager may miss due to their own relationship with the employee.",{"step":352,"title":353,"description":354,"tip":355},5,"Define the performance expectations clause","Specify the attendance and output standards that must be maintained regardless of outside commitments, and state that approval can be revoked if performance falls.","Tie this clause directly to your existing performance management framework so the standard is already documented and familiar.",{"step":357,"title":358,"description":359,"tip":360},6,"Align the confidentiality and IP section with existing agreements","Cross-reference your standard employment contract's confidentiality and IP assignment clauses so the policy reinforces rather than contradicts existing obligations.","If your employment contracts vary by role, note the cross-reference generically — 'as set out in your employment agreement' — rather than quoting specific clause numbers.",{"step":362,"title":363,"description":364,"tip":365},7,"Set the review schedule and assign an owner","Enter the annual review date, name the HR role responsible for updates, and specify how employees will be notified of changes.","Calendar the review in your HR task management system immediately after publishing — policies without a scheduled review date are rarely updated.",{"step":367,"title":368,"description":369,"tip":370},8,"Add the policy to your employee handbook and collect acknowledgments","Insert the finalized policy into your employee handbook, send it to all current employees for acknowledgment, and include it in onboarding materials for new hires.","A digital acknowledgment with a timestamp is far easier to retrieve during a dispute than a paper signature file.",[372,376,380,384,388,392],{"mistake":373,"why_it_matters":374,"fix":375},"Covering only paid secondary work","Unpaid advisory roles, board seats, and equity positions in competing startups carry the same conflict-of-interest risk as paid jobs. A policy that ignores them leaves a visible gap.","Expand the definition of outside employment to include unpaid roles, advisory positions, and any financial interest — such as equity or profit-sharing — in an outside entity.",{"mistake":377,"why_it_matters":378,"fix":379},"One-time disclosure at hire only","A side job that was harmless at hire can become a direct conflict after a market shift, a client relationship deepens, or a competitor is acquired. Static disclosure creates a false sense of security.","Require employees to re-disclose any material change to existing outside work and to disclose new engagements at any point during employment, not just at onboarding.",{"mistake":381,"why_it_matters":382,"fix":383},"Approvals with no documented rationale","If approvals are inconsistently granted — approved for one employee, denied for another in a similar role — the company is exposed to claims of discriminatory or arbitrary enforcement.","Require HR to document the specific factors considered for each approval or denial and retain that record for the duration of employment plus two years.",{"mistake":385,"why_it_matters":386,"fix":387},"No graduated disciplinary scale","Listing only termination as the consequence for non-compliance leaves managers with no proportionate response for minor or first-time violations, leading to either under-enforcement or disproportionate outcomes.","Include a three-step scale: written warning and mandatory disclosure for a first undisclosed engagement, revocation of any active approval for a second violation, and termination for repeated or egregious breaches.",{"mistake":389,"why_it_matters":390,"fix":391},"Failing to cross-reference IP and confidentiality obligations","Employees who receive approval for outside work may assume their IP and confidentiality obligations do not apply to work performed for a secondary employer — especially if those topics are only addressed in the employment contract.","Add an explicit clause stating that all existing confidentiality and IP obligations remain in full force during any approved outside employment, regardless of when or where the work is performed.",{"mistake":393,"why_it_matters":394,"fix":395},"Publishing the policy without a stated review date","An undated, unreviewed policy quickly falls out of step with changes in employment law, remote-work norms, and company structure — and signals to employees and auditors that it is not actively maintained.","Set an annual review date in the policy document itself, assign ownership to a named HR role, and calendar the review in your HR task management system at the time of publication.",[397,400,403,406,409,412,415,418,421],{"question":398,"answer":399},"What is an outside employment policy?","An outside employment policy is a written workplace rule that governs whether and how employees may hold secondary jobs, freelance engagements, or self-employment activities while employed. It typically defines what counts as outside employment, requires employees to disclose and seek approval before accepting outside work, lists prohibited activities such as working for competitors, and states the consequences for non-compliance. Organizations use it to protect confidential information, prevent conflicts of interest, and ensure employee performance is not compromised.\n",{"question":401,"answer":402},"Do I legally have to have an outside employment policy?","In most jurisdictions, there is no legal requirement to maintain a written outside employment policy. However, several US states — including California and New York — have laws limiting an employer's ability to restrict lawful off-duty conduct, which makes a clearly scoped, written policy important for demonstrating that restrictions are business-justified rather than arbitrary. Regulated industries such as financial services may face secondary employment disclosure requirements from regulators like FINRA or the FCA. A written policy provides the documented framework to manage these obligations consistently.\n",{"question":404,"answer":405},"Can employers prohibit employees from working a second job?","Employers can restrict outside employment that creates a conflict of interest, uses confidential information, or impairs job performance — but blanket prohibitions on all secondary work are difficult to enforce and, in some jurisdictions, unlawful. California's Labor Code, for example, limits employer control over lawful off-duty activities. The most defensible approach is a disclosure and approval model that permits outside work unless it meets specific defined criteria for denial, rather than a flat prohibition.\n",{"question":407,"answer":408},"What is the difference between an outside employment policy and a conflict of interest policy?","An outside employment policy focuses specifically on secondary jobs and freelance work — setting disclosure requirements, approval criteria, and performance expectations around an employee's work for another employer. A conflict of interest policy is broader, covering any personal, financial, or relational interest — including investments, gifts, family relationships, and board memberships — that could improperly influence an employee's business decisions. Many organizations maintain both, with the outside employment policy cross-referencing the conflict of interest policy for the broader framework.\n",{"question":410,"answer":411},"How should employees disclose outside employment?","Best practice is a written disclosure form submitted to the employee's direct manager and HR at least 10 business days before the outside work begins. The form should capture the name of the secondary employer, the nature of the work, estimated weekly hours, whether any company resources will be used, and whether any customers or colleagues of the primary employer are involved. Keeping the completed form on file creates a documented record that protects both the employee and the employer.\n",{"question":413,"answer":414},"What happens if an employee fails to disclose outside employment?","Failure to disclose outside employment as required by the policy is a disciplinary matter. Depending on the severity — whether the undisclosed work involved a competitor, a company client, or the use of confidential information — consequences typically range from a written warning to termination. In cases where the outside work caused measurable harm, such as diverting a client or misappropriating trade secrets, the employer may also have grounds for civil claims beyond the disciplinary action.\n",{"question":416,"answer":417},"Can an employee be fired for working a second job?","In at-will employment jurisdictions, an employer can generally terminate an employee for outside work that violates a clearly communicated policy, particularly if the work involves a competitor, uses confidential information, or demonstrably impairs performance. In jurisdictions with stronger employee protections — Canada, the UK, and most EU countries — termination for outside employment requires a documented connection to a legitimate business interest. A well-drafted, consistently enforced policy is the foundation for any defensible termination decision on these grounds.\n",{"question":419,"answer":420},"Should the outside employment policy be in the employee handbook?","Yes. Including the policy in the employee handbook ensures that all employees receive it at onboarding, it is referenced consistently alongside other conduct policies, and the company can demonstrate that employees were on notice of the rules. Supplement handbook inclusion with a signed or digitally acknowledged receipt so there is a dated record that each employee reviewed the policy.\n",{"question":422,"answer":423},"How often should an outside employment policy be reviewed?","An annual review aligned to your fiscal or calendar year is standard. Trigger an off-cycle review whenever the organization expands into new markets or industries, employment law changes in a jurisdiction where you operate, or a conflict-of-interest incident reveals a gap in the current policy. A policy that has not been reviewed in more than two years is unlikely to reflect current business operations or legal standards.\n",[425,429,433,437],{"industry":426,"icon_asset_id":427,"specifics":428},"Financial Services","industry-fintech","FINRA Rule 3270 requires registered representatives to notify their firm before engaging in outside business activities — making a formal disclosure and approval workflow a regulatory compliance requirement, not just an HR best practice.",{"industry":430,"icon_asset_id":431,"specifics":432},"Technology / SaaS","industry-saas","Engineers and developers who freelance on the side risk inadvertently incorporating company code or proprietary algorithms into client work, making the IP cross-reference clause particularly critical.",{"industry":434,"icon_asset_id":435,"specifics":436},"Healthcare","industry-healthtech","Clinical staff working for multiple healthcare providers face patient confidentiality obligations under HIPAA at each employer, and secondary employment with a competing practice raises both conflict-of-interest and patient-solicitation concerns.",{"industry":438,"icon_asset_id":439,"specifics":440},"Professional Services","industry-professional-services","Consultants, accountants, and lawyers who moonlight for clients of their primary employer create direct fee diversion and confidentiality risks — the prohibited activities clause must explicitly cover work for any current or prospective client of the firm.",[442,445,449,453],{"vs":237,"vs_template_id":443,"summary":444},"conflict-of-interest-policy-D13374","A conflict of interest policy covers a wider range of personal and financial interests — gifts, investments, family relationships, and board memberships — that could bias an employee's decisions. An outside employment policy focuses specifically on secondary jobs and freelance work. Most organizations need both, with the outside employment policy serving as a detailed subset of the broader conflict of interest framework.",{"vs":446,"vs_template_id":447,"summary":448},"Non-Compete Agreement","non-compete-agreement-D12712","A non-compete agreement is a contractual restriction — typically in an employment contract — that prohibits an employee from working for competitors during or after employment. An outside employment policy is an internal HR policy that governs disclosure, approval, and performance conditions for any secondary work during employment. The policy manages the process; the non-compete creates the legal obligation.",{"vs":450,"vs_template_id":451,"summary":452},"Employee Code of Conduct","code-of-conduct-D13371","A code of conduct sets broad behavioral expectations — integrity, respect, and professional standards — across all aspects of employment. An outside employment policy provides the specific rules and procedures for one particular scenario: secondary work. The code of conduct typically references the outside employment policy rather than replacing it.",{"vs":241,"vs_template_id":242,"summary":454},"A remote work policy governs where and how employees perform their primary job duties — equipment, availability, security, and home-office expectations. An outside employment policy governs work an employee performs for a different employer or client. The two policies intersect for remote employees who are more likely to moonlight, and organizations with distributed teams should ensure both are current and cross-referenced.",{"use_template":456,"template_plus_review":460,"custom_drafted":464},{"best_for":457,"cost":458,"time":459},"SMBs and startups building an HR policy framework for the first time","Free","1–2 hours to customize and publish",{"best_for":461,"cost":462,"time":463},"Companies in regulated industries or jurisdictions with strong off-duty conduct protections","$300–$800 for an HR consultant or employment lawyer review","2–5 business days",{"best_for":465,"cost":466,"time":467},"Enterprises operating across multiple jurisdictions or subject to sector-specific secondary employment regulations","$1,500–$4,000 for a jurisdiction-by-jurisdiction employment law review","2–4 weeks",[469,470],"conflict-of-interest-fundamentals","employee-handbook-best-practices",[238,472,473,242,245,474,475,476,477,478,479,480],"general-non-compete-agreement-D882","code-of-conduct-D13318","employee-handbook-D712","employment-agreement_at-will-employee-D541","non-disclosure-agreement-nda-D12692","disciplinary-action-policy-D13486","job-offer-letter-long-D12769","warning-notice-D622","employee-dismissal-letter-D508",{"emit_how_to":482,"emit_defined_term":482},true,{"primary_folder":96,"secondary_folder":484,"document_type":485,"industry":486,"business_stage":487,"tags":488,"confidence":492},"workplace-policies","policy","general","all-stages",[489,485,490,491,484],"employment","hr","compliance",0.95,"\u003Ch2>What is an Outside Employment Policy?\u003C/h2>\n\u003Cp>An \u003Cstrong>Outside Employment Policy\u003C/strong> is a written workplace policy that establishes the rules governing whether and how employees may hold secondary jobs, freelance engagements, board positions, or self-employment activities while employed by an organization. It defines what counts as outside employment, requires employees to disclose and seek approval before accepting secondary work, identifies categories of outside activity the organization will not permit — such as working for direct competitors or using company data for personal clients — and states the consequences for non-compliance. Unlike a contractual non-compete clause, this policy operates as an internal HR framework that sets process and expectations rather than creating a standalone legal obligation.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a written outside employment policy, you have no consistent basis for evaluating or responding to employee moonlighting — and the gaps are costly. An employee who uses your proprietary data or client relationships while freelancing on the side can divert revenue and expose confidential information before you are even aware of the conflict. Performance problems tied to fatigue or divided attention become difficult to address when there is no documented expectation that outside work must not impair the primary role. In regulated industries such as financial services, the absence of a formal disclosure process can itself constitute a compliance failure. A clear, well-communicated policy closes these gaps by establishing a documented approval workflow, explicit prohibited activities, and a graduated disciplinary framework — giving HR and managers the tools to act consistently and defensibly when outside employment becomes a problem.\u003C/p>\n",1781185974720]