Moonlighting exclusion during LOA
JAlderman
10 Posts
Based on one of the recent court cases (which allowed someone to moonlight in essentially the same position as held with the employer from which the person was taking FMLA leave), it seems like it might be prudent to include a clause prohibiting moonlightling while on any type of LOA. I'm thinking of adding the following language to our FMLA policy:
"Moonlighting is prohibited while on any kind of Leave of Absence (LOA) from RBMG and could result in disqualification of leave and/or termination of employment."
Do you think that would cover us from a legal perspective? Any thoughts or suggestions would be appreciated. Thanks.
"Moonlighting is prohibited while on any kind of Leave of Absence (LOA) from RBMG and could result in disqualification of leave and/or termination of employment."
Do you think that would cover us from a legal perspective? Any thoughts or suggestions would be appreciated. Thanks.
Comments
If you have a union, you should discuss with them the changes in your company policy. In other words, seek their input, advise them you are changing the policy and then insert the new policy in your company handbook or manual.
Otherwise, changing your company policy to not allowing working a second job while on FMLA should do it.