Taking a second job is the first reaction of many people feeling a financial pinch. So it should come as no surprise that in the current economic climate, nearly three in 20 workers turn to moonlighting to fill in the gaps caused by salary freezes and hourly cutbacks.

Starting a side business or working a second job offers monetary benefits, can enhance experience and expand your business network. Some people find that moonlighting is professionally rejuvenating because it allows them to explore new fields and acquire new skills. And with today's fluctuating employment stats, it's hard to argue that opening up new career avenues is not a smart thing to do.

If you are considering a second job, think about these things first:

1. What are your reasons for moonlighting?
If it's purely for the paycheque, speak to your employer about picking up extra shifts or reviewing your salary before resorting to taking another job.

2. Can you work on a trial basis?
If you are unsure about the pros and cons of moonlighting, accept short-term projects rather than commit to a second job for an extended period.

3. Will the second job complement your abilities?
Find a position that will enhance your skills while at the same time offers a different kind of stimulation from what your primary job gives you. For instance, if you are stationary all day, choose a physical second job; if you analyze data for a living, look for a more creative endeavour.

4. What will you have to give up?
Taking on extra hours requires a great deal of sacrifice and can encroach on work/life balance. Find a flexible situation that will still give you enough down time to let you recharge and relax with your significant others.

Moonlighting also raises some important questions in the workplace. Is it necessary for an employee to tell their boss that they are working for someone else after hours? Does an employer have the right to put a stop to it when that activity takes place outside of work?

Employees, consider your relationship with the boss. Will they will be empathetic and supportive, or will discussing the second job raise concerns or cause them to question your loyalty? Managers usually respect a candid approach as well as your assurance that outside employment will not infringe on their business or affect your job performance.

Employers, determine what, if any, apprehension you have about employees working second jobs. If issues include productivity, conflict of interest and misuse of company time and resources, these can be cleared up by developing a moonlighting policy that communicates the terms of accepting outside employment. This can help avoid problems before they arise.

When creating a policy, consider such parameters as:

Disclosure: Encourage employees to discuss the second job with their immediate supervisor before accepting the position. This will ensure that the job is compatible with the best interests of the company and that it will not interfere with the employee's regular performance.

Conflict of interest: An employee's second job may potentially cause a conflict of interest if it is: a) with a competing organization, customer or vendor; or b) influences an employee's decisions, impairs their judgment or somehow clouds their primary job responsibilities. If an employee is not sure that there is a conflict, they should speak to their supervisor.

Company time: Employees should not be permitted to work on external assignments or projects while on their primary employers' time. This includes prohibiting after-hours work being conducted on the premises, where the employer is still held accountable for injury or liability.

Company equipment: Unless approved by management first, employees should not be allowed to use the company's computers, copiers, telephone lines or other equipment or services. Likewise, never borrow equipment from your workplace without permission or paying for its use. Failing to do so may create misunderstandings at best and criminal charges at worst.

Productivity standards: Even if the outside employment is approved, employees should understand that if the quality of their work slips as a result of taking on extra employment, they may be requested to terminate the second job. Employees must adhere to all safety, attendance and performance standards of their main job, including overtime to finish tasks when needed.

As with any workplace issue, the best thing an employer and employee can do is to address and discuss their moonlighting concerns upfront and to continue revisiting the situation on an ongoing basis. In the case of outside employment, it is easier to ask for permission first than for forgiveness later.

-- With reporting by Barbara Chabai

John McFerran, PhD, CMC, F. CHRP, is founder and president of People First HR Services Ltd. For more information, visit www.peoplefirsthr.com.

RESEARCH:
http://trades.monster.ca/15500_en-CA_pf.asp
http://www.businessmanagementdaily.com/articles/3366/1/Employee-moonlighting-Should-you-ban-it/Page1.html#
http://www.nytimes.com/2009/05/10/jobs/10career.html