POLICY ON MOONLIGHTING & CONFLICT OF INTEREST
Principle of Full-Time Devotion
All full-time employees are hired on an exclusive basis. By accepting employment, the employee commits 100% of their professional focus, time, and energy to the Company during work hours. Outside employment, "freelancing," or consultancy is strictly prohibited unless a written waiver is granted by Management.
Prohibited Conflicts of Interest
The Company maintains a zero-tolerance policy for activities that compete with our business. This includes:
Competitive Services: Performing the same professional services for outside clients (e.g., private bookkeeping, accounting, or IT consultancy) that the employee is hired to do for the Company.
Solicitation: Attempting to divert Company clients or leads to a private business or competitor.
Performance Impact: Any outside activity that results in decreased productivity, frequent errors, or Workplace Fatigue (e.g., sleeping on duty or late reporting) is a violation of this policy.
Protection of Company Resources & Time
The use of Company property for personal gain or non-Company business is a Grave Offense. This includes:
- Utilities & Hardware: Misuse of company electricity, internet, computers, and software licenses.
- Office Supplies: Unauthorized use of bond paper, ink, printers, and other consumables for personal or external business.
- Theft of Time: Performing outside work during official Company hours, including travel and field deployment time.
Mandatory Disclosure
If an employee wishes to take on a secondary role (even a non-competing one, like an online shop or teaching), they must:
- Submit a Written Disclosure to Management.
- Receive Written Approval from the CEO or Manager.
- Ensure that the secondary work is performed entirely outside of company hours.
Safety and Liability
- Employees engaged in riding, delivery, or logistics functions are required to maintain a level of physical and mental fitness necessary to perform their duties safely and effectively. Reporting for duty while fatigued, exhausted, or otherwise unfit to operate vehicles or perform logistics tasks poses a safety risk to the employee, the public, and Company property.
- Engaging in secondary employment or activities that result in fatigue or impair alertness and judgment may constitute non-compliance with the Company’s Occupational Safety and Health (OSH) standards. Such conditions may warrant corrective or disciplinary action in accordance with Company policy.
Fatigue Management
Employees must be physically fit to perform riding duties. Working a secondary job that causes exhaustion is a violation of OSH (Occupational Safety & Health) standards.
Mandatory Disclosure and Prior Approval
Employees who intend to engage in any form of secondary employment or income-generating activity—including, but not limited to, online selling, tutoring, freelancing, consultancy, or other non-competing work—are required to comply with the following:
- Submit a written disclosure of the proposed secondary employment to Management prior to engagement;
- Obtain prior written approval from Management or the Chief Executive Officer (CEO); and
- Ensure that such secondary employment is performed entirely outside Company working hours and does not interfere, directly or indirectly, with the Employee’s duties, availability, performance, or obligations to the Company.
NOTE:
Failure to disclose or obtain the required approval for secondary employment may constitute a policy violation and may result in disciplinary action.
Safety, Health, and Liability (Riders and Logistics Personnel)
Fitness for Duty and Fatigue Management
Employees assigned to riding, delivery, transportation, or logistics functions are required to maintain a level of physical and mental fitness necessary to perform their duties safely, responsibly, and effectively.
Reporting for duty while fatigued, exhausted, impaired, or otherwise unfit to operate vehicles or perform logistics-related tasks poses a significant safety risk to the Employee, co-workers, the general public, and Company property.
Engagement in secondary employment or activities that result in fatigue, reduced alertness, or impaired judgment shall be deemed non-compliance with the Company’s Occupational Safety and Health (OSH) standards. Such non-compliance may require the Employee to discontinue the secondary activity and may be subject to corrective or disciplinary measures in accordance with Company policy.
Employees are expected to immediately notify Management if their physical condition, health, or fatigue level may affect their ability to safely perform assigned duties.
Intellectual Property (IP) Protection
Ownership of Work Product
Any software code, financial process, bookkeeping method, or marketing strategy developed while employed by the Company is considered the exclusive property of the Employer.
Scope of Coverage
This ownership applies regardless of whether the work was developed on company premises or at home, provided the work relates to the Company's business interests, client data, or proprietary operations.
Prohibited Disclosure
Selling, sharing, or unauthorized leaking of these "Trade Secrets" or proprietary methods to a secondary employer, competitor, or any third party is a Grave Offense. Such acts are punishable by Immediate Dismissal and will be subject to appropriate legal action for damages and breach of confidentiality.
Unauthorized Entry & Fraudulent Offsetting
The office is for Company business only. Using office premises during weekends or holidays for personal projects is strictly prohibited. Any attempt to declare such personal time as "Offset" or "Company Time" constitutes Falsification of Time Records and Fraud, warranting immediate dismissal.
DISCIPLINARY SCALE FOR MOONLIGHTING
| Category | Offense | 1st Instance | 2nd Instance | 3rd Instance |
|---|---|---|---|---|
| Professional Devotion | Undisclosed Moonlighting: Engaging in outside work without prior written approval. | Written Warning | 5-Day Suspension | Dismissal |
| Conflict of Interest | Competing Work: Working for a competitor or offering the same services as the Company. | Dismissal | -- | -- |
| Theft of Time/Assets | Use of Company Resources: Using company laptops, software, internet, or office hours for side-jobs. | Dismissal | -- | -- |
| Efficiency | Productivity Loss: Fatigue or sleeping on duty due to outside employment. | Written Warning | 5-Day Suspension | Dismissal |