Across the United States, part-time, freelance or temporary work supplements the main income source for many workers. As the demand for side gigs grows, employers should understand the impact on business operations.
Employers who have noticed an uptick in the number of full-time employees seeking outside employment should include a policy in their employee handbook defining how outside employment will be managed. This can include a clear statement that performing work related to outside employment while on the clock is grounds for dismissal and the consequences of a conflict of interest. Limiting an employee’s ability to have a second job is within an employer’s legal bounds, but some state labor laws may impact the scope of limitations. Employees should be judged on the same employment standards, regardless of outside employment status.
On the flipside, employers can capitalize on the part-time position talent pool. If business demands fluctuate throughout the year and call for an increased workforce during busy periods, part-time positions can supplement the regular workforce. Part-time positions often lack benefits, so offering any number of benefits is a cost-effective way to get a leg up in recruiting efforts and attract a wide variety of candidates.
