Dual Employment - Moonlighting

The Paramus Board of Education recognizes that employees may wish to pursue supplemental employment outside their primary responsibilities with the District. While such opportunities are permissible, the District has established the following guidelines to ensure that external employment does not interfere with an employee’s performance, create conflicts of interest, or compromise the integrity of District operations.

Definition and General Provisions

Moonlighting refers to the practice of engaging in a secondary job or occupation outside one’s primary full-time position. Such employment may include a wide range of activities, from service-based roles to professional services. While external employment is generally permissible, it must not violate any terms of employment with the District or result in an actual or perceived conflict of interest.

Outside Employment General Guidelines

No Conflict with District Interests

External employment must not conflict with or compromise the interests of the Paramus Public School District. Employees must ensure that outside activities do not detract from their ability to perform their assigned duties effectively and professionally.

Prohibition During Work Hours
Employees are prohibited from engaging in or soliciting outside work during their regularly scheduled work hours or using any compensated time for purposes related to secondary employment.
Conflict of Interest
Employees are expected to avoid situations where their outside employment presents a real or perceived conflict of interest with their duties in the District. A conflict of interest occurs when personal interests interfere—or appear to interfere—with the employee’s ability to act in the best interest of the District.
Job Performance
Outside employment must not impair an employee’s job performance or their ability to fulfill their responsibilities. Employees are required to remain fully dedicated to their District duties during assigned work hours.
Prohibition on Use of District Resources
Employees may not use District property, equipment, supplies, technology, or confidential information in connection with any outside employment activities.
Confidentiality
Employees must maintain the confidentiality of all proprietary and sensitive information related to the District. This obligation remains in effect both during and after employment with the District, regardless of any outside employment.
Prior Approval Requirement
In certain cases, particularly where a potential conflict of interest may arise, employees may be required to obtain written approval from the Human Resources Department before engaging in any form of secondary employment.
Consequences for Noncompliance:

Employees who fail to comply with these guidelines may be subject to disciplinary action, up to and including termination of employment.

Conditions for Approval

Employees of the Paramus Public School District may engage in outside employment under the following conditions:

The secondary employment must not interfere with or negatively affect the employee’s performance of assigned duties or full fulfillment of professional responsibilities.
No aspect of the secondary employment may be conducted during the employee’s scheduled work hours or using District time, property, resources, or equipment.
The employee must not solicit or conduct any external business during paid work hours.
The outside employment must not conflict with the best interests of the District, nor create a situation where impartiality, judgment, or efficiency may be compromised.

Performance Expectations

Employees are expected to carefully assess the demands of any secondary employment and ensure that it does not adversely affect their ability to perform their primary duties for the District. Outside employment will not be accepted as an excuse for:

Substandard work performance
Absenteeism or tardiness
Early departure from assigned duties
Refusal to accept job-related travel assignments
Inability or unwillingness to work overtime or flexible schedules when required

Use of Sick Leave

Employees are strictly prohibited from utilizing paid sick leave benefits to engage in outside employment. Misuse of sick leave for secondary job duties constitutes a violation of District policy and may result in disciplinary action, up to and including termination.

Disclosure and Oversight

Employees are encouraged to notify the Human Resources Department of any external employment that may potentially present a conflict of interest. The District reserves the right to review and evaluate such employment arrangements and may take appropriate action if a conflict is identified.

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