Outside Employment and Secondary Employment at CC for Staff
- Responsible office
- Finance & Administration
- Responsible party
- Director of human resources
- Last revision
- March 2017
- Approved by
- The Cabinet
- Approval date
- March 2017
- Effective date
- August 2013
- Last review
- March 2017
- 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.
Staff may accept employment outside the college as long as it does not interfere with their regular work schedule or work responsibilities, affect their work performance, reflect adversely on the college, or represent a conflict of interest.
Members of the President’s Cabinet
Cabinet members are 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. Outside employment by cabinet members is limited to 10 days per calendar year unless otherwise approved by the president.
Substantial impact on service to the college
In some cases, outside employment may result in poor performance or absenteeism, tardiness, or early departures. There also may be difficulties in staff meeting expectations for travel, overtime, or flexibility in working different hours. If outside employment creates these or other issues, the staff member must take steps to eliminate the job-related concern. If necessary, administrative action including disciplinary procedures up to and including termination will be followed.
Conflict of Interest - Some examples of a conflict of interest that may occur with outside employment include:
- 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.
Staff are required to discuss with their supervisor any outside employment that may represent a conflict of interest or have a substantial impact on their service to the college. 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.
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. 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.
Secondary Job with Colorado College
On occasion, a staff member may work for the college in a capacity other than as an employee (e.g. independent contractor). All instances where current staff is asked or requests to work for the college as an independent contractor must be approved by human resources. The staff member will be required to provide documentation that he/she meets the IRS requirements for independent contractor status and provide an employee identification number.
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.