3k Outside Employment Clause Examples for Any Agreement

Outside Employment. An employee's performance of professional obligations to the University as specified in Article 6.1. shall be given priority over any outside employment. An employee may identify herself/himself as representing the University in outside employment only when that representation is approved by the University. In the absence of this approval, an employee may not identify herself/himself as representing the University.

Outside Employment. Employees may engage in outside employment provided it does not involve use of the University’s property, facilities, authority or name, and does not create a conflict of interest, either in type of work or availability.

Outside Employment. (A) If during the term of this Agreement, an employee is to accept new employment outside of State government, the employee shall notify the agency head, or designee, of such employment, prior to the date of employment, and verify that there does not exist a conflict with the State’s employment policies or procedures. (B) During the course of the employee’s outside employment, an agency may make reasonable inquires of the employee to ensure that continued outside employment does not constitute a conflict of interest, or interfere with the employee’s primary duties with the State.

Outside Employment. ‌ Section 23.1 Employees may obtain second jobs with another employer provided that: A. The Employee’s department head or designee is informed in writing of the second employment. An Employee must obtain approval prior to the Employee accepting outside employment. B. The second employer is completely disassociated from the City and the performance of the work does not simultaneously benefit both the City and the second employer. C. The outside employment does not interfere with the Employee’s work performance with the City of Tulsa. No Employee’s authorized outside employment shall have, or potentially have, a conflict of interest with the City, or interfere in any way, including but not limited to physical or mental capacity, with the Employee’s ability to perform his or her City job. D. The performance of the outside employment cannot be construed by the public to be or to constitute an official act of the City.

Outside Employment. A. Outside employment" shall mean any private practice, private consulting, additional teaching or research, or other professional activity which is not part of the unit member's assigned duties and for which no compensation is paid by or through the University. B. It is the responsibility of unit members to perform fully their teaching, research, and University and public service responsibilities. Unit members' service is not measured in a fixed number of hours per week. The unit member is expected to devote as much time as necessary to fulfill his or her responsibilities. C. Any unit member who proposes to engage in any outside compensated professional employment which the unit member should reasonably conclude may create a conflict of interest, under the University of Maine System Conflict of Interest Policy, shall report to the unit member's supervisor, in writing, the details of such proposed employment prior to engaging therein. D. In the event that University resources are to be used, prior arrangements shall be made with an appropriate administrative officer for reimbursement at an appropriate rate. E. A new written report shall be submitted for outside employment previously reported at: (1) the beginning of each academic year for outside employment of a continuing nature; and (2) such time as there is a significant change in the outside employment (nature, extent, funding, etc.). F. Any outside employment which falls under the provisions of this Article and in which the employee is currently engaged but has not previously reported, shall be reported within 60 days of the execution of this Agreement and shall conform to the provisions of this Article. G. In the event the proposed outside employment is determined to constitute a conflict of interest and the unit member disagrees with that determination, the unit member may file a grievance under the grievance procedure contained in Article 15 directly to step 3. H. A unit member who has failed to report pursuant to Section C may not engage in such outside employment pending a resolution of the matter pursuant to Section G. I. No unit member shall claim to be an official University representative in connection with outside employment unless so authorized by the Chancellor or the chief campus administrative officer or the designee(s) of those individuals. J. The reporting provisions of this section shall not apply to employment performed wholly during a period in which the unit member has no appointme...

Outside Employment. Section 30.1. Employees must recognize that the University of Cincinnati is their primary Employer. No employee may accept employment with any other employer which is in conflict with his/her role as an employee of the University of Cincinnati as determined by the Employer or designee. The Employer retains the right to regulate outside employment by promulgating and enforcing rules as approved by the University of Cincinnati. Section 30.2. Any employee accepting off-duty employment must notify the Employer or designee of the nature of the work, and the hours he/she will be working, prior to beginning the work. The Employer or designee will either approve the work or notify the employee of the reason for denial. Such determination shall be made within a reasonable period of time. Approval for off-duty employment will not be unreasonably withheld. Section 30.3. In addition to the rights set forth in Section 1 and 2 above, the Employer reserves the right to demand an employee reduce his/her off-duty employment work when his/her performance is diminished, or his/her attendance adversely affected. Section 30.4. Employees shall have the right to grieve over disciplinary action taken by the Employer relative to an employee's outside employment. All grievances and discipline shall be handled pursuant to Articles 8 and 9 of this Agreement.

Outside Employment. No employee of the City shall accept outside employment that is adverse to or in conflict with his municipal employment. In the event said employee shall be injured while engaged in outside employment, he shall not be entitled to any sick leave benefits which have been accumulated by virtue of his employment by the City.

Outside Employment. It is the general policy of the District to discourage employees of the District from accepting employment from any other party. It is recognized by the District that in certain circumstances outside employment may not conflict with any interest of the District. Those employees wishing to work outside jobs or to hold employment with other parties while employed by the District will submit written requests for approval to the General Manager and request the District’s approval prior to performing such work. No outside work shall be performed by a District employee without prior written approval of the General Manager.

Outside Employment. Employees may engage in off-duty employment provided that the employee has submitted a written request to the Appointing Authority and approval has been granted prior to engaging in such employment. The employee will normally be notified in writing within twenty-one (21) calendar days of their submission of the approval, denial or status of the request. Approval will be granted if the employment does not: A. Utilize Employer resources; B. Create undue financial obligations for the Employer; C. Interfere with proper performance of assigned duties; or D. Create a conflict of interest.