Much of the world needs to work two jobs. Chris Williams writes that managers should be careful in how they react to an employee working multiple jobs.
Like people who are the boards of multiple companies, in leadership roles in multiple companies, and pretty much anyone at the top of company structures?
All that should matter is if they are doing what they were hired to do.
No, not like your example. If a CEO is secretly serving on another companies board you may have a point, but we’re talking about people having two jobs with the clear implication that their employers don’t know it.
“Doing what they are hired to do” is very often defined in employment agreements as working x number of hours. You can’t really say you’re doing what you’re hired to do if you take a second job that you perform during the same hours when you’re not allowed to under your agreement.
If someone wants to work 9-5, then 5-1 and somehow can manage both that’s different. For liability sake alone it’s a problem.
Mm iono, kinda sounds like people finally using the concept of salaried exempt positions properly.
For too long, people let themselves get bullied into equating salaried positions with hourly positions, having their time micromanaged and scrutinized when it shouldn’t have been the case by definition.
That’s not really the same topic. Employers still have the right to set terms of employment. If they want you to work 9-5 and not 8-4, they have every right to set that expectation. If you’re hourly they can send you home at Noon on Friday and you just won’t be earning 40 hours of pay that week. Salary they really can’t.
That’s not to say that people aren’t miss classified as exempt or that some employers try to use it as an excuse to get over 40 hours of work out of someone. Different topic all together.
Like people who are the boards of multiple companies, in leadership roles in multiple companies, and pretty much anyone at the top of company structures?
All that should matter is if they are doing what they were hired to do.
No, not like your example. If a CEO is secretly serving on another companies board you may have a point, but we’re talking about people having two jobs with the clear implication that their employers don’t know it.
“Doing what they are hired to do” is very often defined in employment agreements as working x number of hours. You can’t really say you’re doing what you’re hired to do if you take a second job that you perform during the same hours when you’re not allowed to under your agreement.
If someone wants to work 9-5, then 5-1 and somehow can manage both that’s different. For liability sake alone it’s a problem.
Mm iono, kinda sounds like people finally using the concept of salaried exempt positions properly.
For too long, people let themselves get bullied into equating salaried positions with hourly positions, having their time micromanaged and scrutinized when it shouldn’t have been the case by definition.
That’s not really the same topic. Employers still have the right to set terms of employment. If they want you to work 9-5 and not 8-4, they have every right to set that expectation. If you’re hourly they can send you home at Noon on Friday and you just won’t be earning 40 hours of pay that week. Salary they really can’t.
That’s not to say that people aren’t miss classified as exempt or that some employers try to use it as an excuse to get over 40 hours of work out of someone. Different topic all together.