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College-wide Policies

Outside Employment for Staff

Responsible office
Finance & Administration
Responsible party
Director of human resources
Last revision
August 2009
Approved by
The Cabinet
Approval date
May 2009
Effective date
August 2013
Last review
March 2013
Additional references


All financial and administrative policies involving community members across campus are within the scope of this policy. If there is variance between departmental expectations and the common approach described through college policy, the college will look to the campus community to support the spirit and the objectives of college policy.


Authorities delegated and retained/administrative responsibility back to top

The president of the college delegates administration of the college’s policy on outside employment (definition below) to the director of human resources.


Employees of the college may accept employment outside the college as long as it does not interfere with their normal work schedule or work responsibilities, affect their work performance, reflect adversely on the college, or represent a conflict of interest.  Staff is required to submit a written request to their supervisor before beginning any outside employment, receive written permission to engage in the outside employment, and then provide an annual report to their supervisor of the scope and nature of the outside employment. Any potential conflict of interest that is created by the outside employment should be submitted to the appropriate persons as set forth in the college’s Code of Ethical Conduct and Conflict of Interest Policy.

Members of the President’s Cabinet

In addition to the notice and permission requirements set forth above, cabinet members shall also be required to discuss any outside employment with the president on an annual basis to ensure there is no ongoing conflict of interest, adverse reflection on the college, or substantial impact on their service to the college.  Cabinet members must obtain written approval from the president at the beginning of each fiscal year for any outside employment and maintain a thorough record of the services and dates regarding performance of the outside employment.  Outside employment by cabinet members is limited to 10 days per calendar year unless otherwise approved by the president.  Any potential conflict of interest created by the outside employment should be submitted to appropriate persons as set forth in the college’s Code of Ethical Conduct and Conflict of Interest Policy.

Substantial impact on service to the college

In some cases, outside employment may result in poor performance or trending in absenteeism, tardiness, or early departures. There also may be difficulties in employees meeting expectations for travel, overtime, or flexibility in working different hours. If outside employment creates these or other issues, the employee must take steps to eliminate the job-related problem. If necessary, administrative action including disciplinary procedures up to and including termination will be followed.

Use of accrued vacation leave for outside employment

Employees may use accrued vacation leave for outside employment occurring during the normal paid work schedule if the outside employment has been approved as set forth above and does not conflict with their regular job responsibilities.

Some examples of a conflict of interest that may occur with outside employment include:

  • Interferes with performance of an employee’s job duties at the college.
  • Competes with any current or planned products or activities at the college.
  • Involves performance of outside business during normal working time at the college.
  • Makes use of any of the college’s proprietary or confidential information.
  • Involves working for a competitor of the college.
  • Use of any college resources.
  • Working for or with a current or former vendor or service provider of the college.
  • Receipt of compensation or anything of significant value from a current or former vendor or service provider of the college.

Any questions regarding this policy or a potential conflict of interest should be directed to the director of human resources. 




Outside employment:

Any activity unrelated to Colorado College for which economic benefit is received, including but not limited to, cash payments, non-cash compensation (share of profits, share of stock, equity participation, or other) that may be agreed to by an employee of the college and another employer.