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RE: Ethics in Business question. - 7/27/2008 9:32:27 PM
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zoebob
Posts: 8856
Joined: 4/13/2005
From: land of limbo
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Well, if business is that slow then you may have to cut hours or something becasue you can't afford to pay them but businesses do that all the time. That's different than fireing them for taking the job. It may be an end result, a couple steps removed, of them taking the side job but not a direct result.
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RE: Ethics in Business question. - 7/28/2008 1:26:56 AM
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relady
Posts: 1039
Joined: 4/11/2005
From: Greater St. Louis Metro
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quote:
How would you feel if you run your own business (fixing cars) and un-beknown to you, several of your employees are using their own tools, in their own time and in their own homes, fixing other peoples' cars. This is going to sound harsh, but it really wouldn't matter how you felt. Business is business and I don't know any employer who wouldn't hesitate to lay off any employee if they felt like it would improve their bottom line. You are asking for a level of loyalty to the employer that never would be returned. That aside, if there is no direct prohibition for doing work on the side, there is really no ethical issue unless one is directly trying to steal current clients from the employer.
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RE: Ethics in Business question. - 8/4/2008 2:32:41 PM
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GroupW
Posts: 2713
Joined: 11/16/2007
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Short answer from someone who has to deal with this type of issue periodically:
1) As stated in a couple of earlier posts, most companies have policies regarding this. Usually it involves notifying HR and getting someone's formal approval for outside work. Most of the posts here are focused on the issue of competition for the business, but it's not just an issue of outside competition, it's also the concern that the other work could get in the way of your current duties or that those duties might one day result in a conflict of interest.
Solution: Consult your employee handbook and follow the guidelines provided. If the answer comes back unfavorably, then deal with it.
2) Many companies don't have formal policies on the issue. As someone else noted, the lack of a policy doesn't provide you with any protection. It would be a mistake to infer tacit approval from silence.
Solution: Get written approval from your supervisor. Depending on the size of your organization, seniority of your supervisor, etc., you may want to go a level or two higher for approval in addition to your direct supervisor.
In the end, I think it might well be OK to take the job - as long as you follow any provided guidelines and as long as those in authority know and approve.
Best wishes on the endeavor.
BT
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