Young Harris College      Young Harris College Employee Handbook
Policy

Outside Employment

All Employees have a duty to act in the best interests of the College, and have an obligation to perform their jobs with good faith, diligence, loyalty and honesty. Accordingly, all Employees must notify their Supervisor of any second job or other outside employment and obtain their Supervisor's permission for such employment before accepting such outside employment.

Employees should avoid outside employment or any personal business activity involving obligations which may in any way conflict, or appear to conflict, with the College's interests. Additionally, Employees should disclose annually on the College's 'Conflict of Interest Disclosure Form' any employment, business or financial enterprise or activity in which he or she is involved which might influence, or might appear to have the capacity to influence, his or her official decisions or actions on College matters. Similarly, if the College does business with any Employees' personal or family business or financial enterprise or activity, this relationship should also be disclosed annually on the 'Conflict of Interest Disclosure Form.'

Employees may under certain circumstances utilize College facilities in their outside employment, such as the use of facilities for offering summer camps or classes to the public. In such cases, the Employee's Supervisor must approve the outside employment and the Provost must approve use of the College's facilities and arrange for reimbursement to the College for wear and tear, utility expense, maintenance/cleaning costs, and liability for such use. In all such cases, the Employee must disclose in all advertising and other communications about such camp, class or other event the following: 'This is a privately sponsored [camp, class, etc] for which Young Harris College is not responsible.'

The College may require an Employee to terminate outside employment if it determines that it is having a negative impact on the Employee's performance.


Policy No.  110  Issued  3/1/2009    

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