Secondary Employment Policy

Policy Number
Board of Trustees
Date Approved
Effective Date
Responsible Division
Human Resources
1C SBCCC 100.94

Individuals employed by the College work in positions of public trust utilizing tax dollars from  either the local, state or federal level. The College has a responsibility to ensure that  employment with the College is not used or misused in a manner that creates a conflict of  interest, for the College or the individual(s) involved. Therefore, employment responsibilities  to the College are primary for all employees working full-time; any other employment external  to the College, including self-employment is secondary. 

Employees may engage in secondary employment that does not:  

  1.  Create either directly or indirectly a conflict of interest with the primary employment. 
  2. Impair in any way the employee’s ability to perform all expected duties, including  availability on campus.  
  3. Restrict the employee’s ability to make decisions and carry out the responsibilities of  the employee’s position consistent with the goals and objectives of the College. 4. Have the reasonable appearance of being in conflict with College goals, objectives,  and institutional resources in the community or that could in any way harm the  College’s reputation. 

Employees may not use their position at the College for personal gain through secondary  employment; nor shall the name of the College be used to acquire secondary employment. 

Employees must receive approval from the President, through their chain of command utilizing  the established procedures prior to beginning secondary employment. Employees are  required to provide annual requests for approval of recurring secondary employment via the  same procedures. Working unapproved secondary employment will be subject to disciplinary  action up to and including termination of employment, regardless of when discovered. 

Faculty teaching at other educational institutions will need to request approval using the  established form and process prior to the start of each semester. Faculty have responsibilities  to the College beyond their course contact hours, as outlined in 2.4.14 Faculty Workload  Policy. Therefore, it will generally be prohibited for faculty to teach courses for other  institutions that require fixed hours of instruction, such as face-to-face or synchronous  classes. The division dean and the Vice President of Instruction and Student Support have the  discretion to recommend approval of such arrangements only in rare and extenuating  circumstances and when doing so will not compromise the quality or quantity of Carteret CC  educational services.  

Secondary employment by the President shall be approved by the Board of Trustees. The  President has the authority to adopt procedures for secondary employment 

Definition of Terms:

  1. Secondary employment is any services or work performed for compensation with any  entity other than Carteret Community College, including self-employment or work with  another community college. It does not include bona fide volunteer work for which no  goods or services are received in exchange for the service provided. 
  2. Compensation is any goods or services including money exchanged or promised for  providing services. It does not include food and drink or use of facilities provided  during periods of bona fide volunteer service.
  3.  Chain of command starts with an employee’s immediate supervisor and proceeds up  the reporting path to the College president. This may include the following levels:  supervisor, managers, department chairs, directors, deans, vice-presidents or any  derivative thereof (i.e. executive director, senior vice-president, etc.).
  1.  It is the employee’s responsibility to ensure compliance with this policy for any employment  other than their primary full-time employment with Carteret Community College. 
  2. New employees already engaged in secondary employment must submit the Request for  Approval of Secondary Employment, Self-Employment form to their immediate supervisor no  later than the end of their first day of employment with the College. Together with their  supervisor, the individual must ensure that the form has been approved/signed by all  members of the chain of command through the President and filed with Human Resources by  the end of their first 30 days of employment. 
  3. Each Carteret Community College full-time employee must obtain prior approval for any new  secondary employment they wish to engage in while working for the College. This request  must be made utilizing the Request for Approval of Secondary Employment, Self Employment form found on the College HR SharePoint sites and starting with the immediate  supervisor, through their chain of command to the President. 
  4.  All full-time employees are required to obtain re-approval annually for ongoing secondary  employment. This approval must be obtained in the first month of each new fiscal year (July  for 12-month employees) or academic year (August for 9 & 10-month employees). It is the  employee’s sole responsibility to initiate the annual re-approval process and ensure the  completed form is on file in the Human Resources Office. 
  5. It is the employee’s responsibility to keep their supervisor updated on any changes to their  approved secondary employment arrangement. Substantial changes may require new  approval for the secondary employment. This might include such things as changes in  ownership of the employing entity, variety or scope of services offered by the employing  entity or offered/to be performed by the employee. Once notified, the supervisor must consult  through their chain of command to determine if the change in terms are sufficient to warrant  new approval or changes to the existing approval.  

Other Considerations: 

  1.  Secondary employment is not to be scheduled during an employee’s regular workday.  Carteret Community College will not modify an employee’s work schedule with the College in  order to accommodate a secondary employment schedule. 
  2. No College equipment, supplies or funds shall be used for any activities related to the  secondary employment. This includes, but is not limited to items such as printing supplies,  copiers, vehicles, email, office supplies, etc. The College is in no way responsible for any  travel or other expenses associated with the secondary employment.
  3. If approved secondary employment interferes with the normal pursuit of duties and  responsibilities of the employee or the College, it will be handled as a job performance issue  and corrective measures will be taken including internal discipline which may include  revocation of secondary employment approval. 
  4. Employees found to be working unapproved secondary employment will be subject to  disciplinary action up to and including termination of employment, regardless of when  discovered and whether or not such secondary employment is impacting primary job  performance or presents a conflict of interest. 
  5.  Secondary employment may be challenged, denied or revoked by the College on the  following grounds: 
    1. When such outside employment is likely to interfere with the employee’s performance  of their institutional duties by causing the employee to be late reporting to work, to  leave early, or to be unavailable for required work beyond regular work hours,  including meetings and ceremonies outside of school or business hours. 
    2.  When an employee’s documented poor performance, including attendance, can be  causally connected to the secondary employment. 
    3. When such outside employment would be conducted during regular working hours or  on College property. 
    4.  When the conduct of such outside employment would adversely affect the  employee’s credibility as a College employee or the College’s reputation and  standing in the community. 
    5.  When such outside employment could reasonably be considered a conflict of interest. f. When such outside employment adversely affects the employee’s level of job  performance. 
    6. When the employee becomes, in effect, a private contractor in competition with the  College.