Outside Employment Policy
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Effective Date:
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November 2025
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Focus Group:
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All Employees
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Purpose:
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To establish clear expectations regarding outside employment (secondary jobs) and ensure that any additional work performed by employees does not interfere with their duties, performance, or commitment to Global Outreach International.
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Guidelines:
1. General Permission for Outside Employment
Employees may engage in outside employment as long as the secondary work:
2. Performance and Attendance Standards
Employees with outside employment are still required to:
3. Use of Sick Leave
Employees may not use paid sick leave to work at an outside job.
However, employees on an approved leave of absence may continue outside employment if:
4. Conflict of Interest Considerations
Employees may not engage in outside employment that:
5. Corrective Action
If outside employment causes or contributes to performance issues, scheduling problems, conflicts of interest, or other workplace concerns, the employee may be required to:
Faith-Based Commitment
GOI expects employees to demonstrate integrity and stewardship in how they manage their time and commitments. Outside employment should never compromise an employee’s ability to serve effectively within their role and reflect the mission of the organization.
Employees may engage in outside employment as long as the secondary work:
- Does not interfere with job performance or scheduling at GOI,
- Does not create a conflict of interest or compete with GOI’s mission,
- Does not compromise safety, productivity, confidentiality, or professionalism.
- Employees must notify their supervisor or HR if the outside employment has the potential to impact scheduling, availability, or job responsibilities.
- HR may require additional information to ensure compliance with conflict-of-interest standards.
2. Performance and Attendance Standards
Employees with outside employment are still required to:
- Work their assigned schedules,
- Maintain satisfactory job performance,
- Avoid unapproved absences or tardiness,
- Travel when required,
- Work overtime or different hours when necessary for ministry operations.
- Poor performance,
- Absenteeism,
- Tardiness,
- Leaving early,
- Refusal to travel,
- Refusal to adjust work hours when needed.
- Supervisors must document any performance or scheduling concerns that appear related to outside work and consult HR before corrective action to ensure consistent enforcement.
3. Use of Sick Leave
Employees may not use paid sick leave to work at an outside job.
However, employees on an approved leave of absence may continue outside employment if:
- The leave reason does not prohibit such work, and
- GOI has approved this continued employment in advance.
- HR must confirm that outside employment does not violate the purpose of the leave (e.g., FMLA, medical leave) and does not create liability or misuse of benefits.
4. Conflict of Interest Considerations
Employees may not engage in outside employment that:
- Competes with GOI’s ministry or business interests,
- Uses GOI resources or confidential information,
- Creates divided loyalty or reputational risk,
- Interferes with the employee’s ability to fulfill their duties ethically and effectively.
- HR may require discontinuation of outside work or may deny approval if the job poses any conflict with GOI values, ministry integrity, or legal obligations.
5. Corrective Action
If outside employment causes or contributes to performance issues, scheduling problems, conflicts of interest, or other workplace concerns, the employee may be required to:
- Discontinue the outside employment, or
- Face disciplinary action, up to and including termination.
- HR will evaluate each situation individually to ensure fairness and avoid discrimination concerns.
Faith-Based Commitment
GOI expects employees to demonstrate integrity and stewardship in how they manage their time and commitments. Outside employment should never compromise an employee’s ability to serve effectively within their role and reflect the mission of the organization.