Procedure 5.12.01 - Outside Employment - Procedure

Outside or Secondary Employment: refers to work done for pay, whether self-employment or as an employee of agents or agencies, or in the conduct of a profession other than that for which the person is primarily employed by Southeastern Community College.

An employee who obtains outside employment will notify his/her immediate supervisor and Vice President of the nature of the employment, employer, and any information that is necessary for scheduling of the employee’s work hours to meet institutional needs. Employees who seek to obtain outside employment will submit a secondary employment agreement form for approval before engaging in outside employment. All approved secondary employment agreements will

remain in effect during the current contract year and will be renewed each subsequent contract year.

An employee’s notice of outside or secondary employment may be challenged by the supervisor on the following grounds:

When such outside employment will interfere with the employee’s performance of his/her institutional duties by causing the employee to be late reporting to work, to leave early, or to be unavailable for required work (included in the job description) beyond regular work hours.

When such outside employment would be conducted during regular working hours or on SCC property.

When such outside employment creates the appearance of impropriety or constitutes a conflict of interest.

When such outside employment adversely affects the employee’s level of job performance.

When the outside employment interferes with the ability to make decisions about or be objective with their primary job at the college.

In instances that appear to conflict with the intent of this policy, the employee will utilize the steps in the Employee Grievance and Appellate Procedure to resolve the matter.

Failure to provide accurate information and/or required approvals regarding outside or secondary employment may be considered unacceptable personal conduct, which may result in disciplinary action up to and including dismissal.



Reviewed: April 21, 2021