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Moonlighting Policy Analysis and Action Plan

The document discusses a case involving an employee named Jeremy Hicks who was moonlighting at another job. Despite this, he was promoted within the company. A colleague named Charles questioned the promotion. However, the author defended the decision by noting that Jeremy was a valuable employee, the company did not have an explicit policy against moonlighting, and Jeremy was not working for a competitor in violation of his contract. Going forward, the document proposes an action plan to introduce an official policy prohibiting moonlighting and outlining consequences for employees who do not comply.

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URVI SAWANT
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51 views1 page

Moonlighting Policy Analysis and Action Plan

The document discusses a case involving an employee named Jeremy Hicks who was moonlighting at another job. Despite this, he was promoted within the company. A colleague named Charles questioned the promotion. However, the author defended the decision by noting that Jeremy was a valuable employee, the company did not have an explicit policy against moonlighting, and Jeremy was not working for a competitor in violation of his contract. Going forward, the document proposes an action plan to introduce an official policy prohibiting moonlighting and outlining consequences for employees who do not comply.

Uploaded by

URVI SAWANT
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd

Analytical Writing- Moonlighter Case

Group-5

Team Members: Satish Yadala(G015), Ujjvalkumar Patel(G020), Aditya Goenka(G027), Urvi


Sawant(G034), Muskan Beri(G051),Abhirup Sengupta(G058)

(I cannot accept this as analysis.)

Charles, I understand your apprehensions about Jeremy’s promotion but consider that he
has been a constant source of energy and enthusiasm and an indispensable asset to us by
solving the problems that could have brought the team to halt. Jeremy's commitment to the
company was never in question as he was always ready to put in the extra hours whenever
required. As for not firing him immediately, he was the lead programmer for the project
Terrapix 2.0 which was soon to be launched. He was the backbone of the project and thus,
we could not afford to lose him so close to the launch. I have considered this decision by the
following criteria:

 He has been an efficient employee who successfully completed the beta-test


programme ahead of schedule and has displayed leadership qualities in the past by
managing a group of five programmers.
 On consulting Jill, I found out that we don't have a formal policy about moonlighting in
our company. I confirmed it with Jeremy and made sure that he wasn’t working for a
direct competitor and hence, was not in violation of our non-compete agreement.

Jeremy Hicks has been able to maintain the admirable pace at work. Hence, he was
promoted by me despite the moonlighting situation after careful consideration of the
mentioned factors. After rigorous deliberation, I have concluded that the pros far outweigh
the cons. Although, I do want to point out that avoiding such incidents would be appropriate
for the long-term interests of the company. For that, we can work on the following action plan
for better handling of a similar situation.

Action Plan: 

1. To introduce a policy which will ensure that no employee ever indulges in


moonlighting and effectively communicate to all employees that if anyone is ever
found moonlighting, it will have a direct impact on performance appraisal.
2. Despite this, if anyone is found utilizing company resources and moonlighting
after multiple warnings, the company reserves a right to take strict action against
the employee which can include termination from the employment.

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