Moonlighting policy (Illinois): Free template
Moonlighting policy (Illinois)
This moonlighting policy is designed to help Illinois businesses manage situations where employees take on additional jobs or freelance work outside their primary employment. It provides guidelines to ensure that external work does not conflict with company responsibilities, performance, or Illinois labor laws.
By adopting this policy, businesses can address potential conflicts of interest, maintain productivity, and protect confidential information.
How to use this moonlighting policy (Illinois)
- Define moonlighting: Clearly specify what constitutes moonlighting, including freelance work, part-time jobs, or side businesses undertaken outside regular working hours.
- Outline disclosure requirements: Require employees to disclose any moonlighting activities that may conflict with their role or the company’s interests.
- Address conflicts of interest: Prohibit external work that competes with the company, creates a conflict of interest, or interferes with job performance.
- Include confidentiality protections: Emphasize that employees must not share proprietary or confidential information in connection with their external work.
- Set performance expectations: Reinforce that moonlighting must not affect an employee’s ability to meet their primary job responsibilities or performance goals.
- Clarify disciplinary actions: Specify consequences for non-compliance, such as verbal warnings, written warnings, or termination, in line with Illinois laws.
- Monitor compliance: Periodically review employee disclosures and update the policy to reflect evolving workplace needs.
Benefits of using this moonlighting policy (Illinois)
This policy provides several benefits for Illinois businesses:
- Prevents conflicts: Reduces the risk of external work interfering with job performance or company interests.
- Protects intellectual property: Ensures that confidential information and proprietary assets remain secure.
- Promotes transparency: Encourages employees to disclose external work and address potential conflicts proactively.
- Enhances compliance: Aligns with Illinois labor laws to avoid disputes related to employment conditions.
- Maintains productivity: Ensures employees prioritize their primary responsibilities.
Tips for using this moonlighting policy (Illinois)
- Communicate the policy: Share the policy with employees during onboarding and include it in the employee handbook for easy reference.
- Provide examples: Offer clear examples of acceptable and unacceptable moonlighting activities to prevent misunderstandings.
- Encourage disclosure: Foster an open environment where employees feel comfortable discussing external work without fear of retaliation.
- Review disclosures: Regularly assess moonlighting disclosures to identify and address potential conflicts.
- Update regularly: Revise the policy to reflect changes in Illinois laws, workplace practices, or industry trends.
Q: What is considered moonlighting under this policy?
A: Moonlighting includes any external work, such as freelance jobs, part-time employment, or side businesses, undertaken outside regular working hours.
Q: Are employees required to disclose moonlighting activities?
A: Yes, employees must disclose any external work that could create a conflict of interest or affect their job performance.
Q: Can employees work for a competitor under this policy?
A: No, employees are prohibited from engaging in work that competes with the company or creates a conflict of interest.
Q: How does moonlighting affect job performance expectations?
A: Employees must ensure that external work does not interfere with their primary job responsibilities, performance goals, or availability during work hours.
Q: What happens if an employee violates this policy?
A: Non-compliance may result in disciplinary actions, such as verbal or written warnings or termination, depending on the severity of the violation.
Q: How does the company protect confidential information?
A: Employees are prohibited from sharing proprietary or confidential company information in connection with their external work.
Q: How often is this policy reviewed?
A: This policy is reviewed annually or whenever significant changes occur in Illinois labor laws or workplace practices.
Q: Does this policy apply to part-time employees?
A: Yes, this policy applies to all employees, including part-time workers, as long as they are engaged in external work alongside their primary role.
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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.