308 Secondary Employment
Original Approval Date: February 21, 1996
Revision Effective: September 16, 2025
Supersedes: #211
Time Conflicts. Full-time employment by Tri-County Board shall be considered an employee's primary occupation and take precedence over all other occupations. Full-time employees shall not have other employment which presents a "time conflict." A time conflict for purposes of this section exists when the working hours of a secondary job directly conflict with an employee's scheduled working hours or mandatory overtime obligations, if any, or when the demands of a secondary job prohibit adequate rest or otherwise affect the employee's job performance.
Interest Conflicts. No employee, regardless of employment status, shall have other employment which presents an "interest conflict" with their position. An interest conflict exists when an employee engages in any secondary employment which tends to, or may appear to compromise the employee's judgment, actions or job performance or conflict with the policies, objectives and operations of the Board.
New Hires will notify the Executive Director in writing of any secondary employment during the onboarding process. The Executive Director will review the request with the new hire to ensure that a conflict of interest does not exist.
Current employees shall notify the Executive Director in writing of any secondary employment prior to accepting such employment. The Executive Director and supervisor will confer with the employee to determine whether the secondary employment presents a conflict.
If the Executive Director feels an employee's secondary employment presents a conflict, the Executive Director may demand, or only recommend, the employee terminate the secondary employment relationship. Failure to follow such demand or recommendation may be cause for discipline up to and including termination.
Requests from the Executive Director shall notify the Executive Committee of his/her secondary employment for determination of whether or not a conflict exists.
Revision Effective: September 16, 2025
Supersedes: #211
Time Conflicts. Full-time employment by Tri-County Board shall be considered an employee's primary occupation and take precedence over all other occupations. Full-time employees shall not have other employment which presents a "time conflict." A time conflict for purposes of this section exists when the working hours of a secondary job directly conflict with an employee's scheduled working hours or mandatory overtime obligations, if any, or when the demands of a secondary job prohibit adequate rest or otherwise affect the employee's job performance.
Interest Conflicts. No employee, regardless of employment status, shall have other employment which presents an "interest conflict" with their position. An interest conflict exists when an employee engages in any secondary employment which tends to, or may appear to compromise the employee's judgment, actions or job performance or conflict with the policies, objectives and operations of the Board.
New Hires will notify the Executive Director in writing of any secondary employment during the onboarding process. The Executive Director will review the request with the new hire to ensure that a conflict of interest does not exist.
Current employees shall notify the Executive Director in writing of any secondary employment prior to accepting such employment. The Executive Director and supervisor will confer with the employee to determine whether the secondary employment presents a conflict.
If the Executive Director feels an employee's secondary employment presents a conflict, the Executive Director may demand, or only recommend, the employee terminate the secondary employment relationship. Failure to follow such demand or recommendation may be cause for discipline up to and including termination.
Requests from the Executive Director shall notify the Executive Committee of his/her secondary employment for determination of whether or not a conflict exists.
