Staff Member’s Side Business
I manage a small recruitment firm and recently found out that one of my employees has been independently billing clients and using a personal email to communicate and handle candidates. I’m unsure how much he has earned on the side while working full-time with us.
What should my next steps be?
RCadmin
It’s important to handle this situation carefully and professionally. Here are the steps you might consider:
Gather Evidence: Before taking any action, collect all relevant information regarding the employee’s activities. This could include emails, billing records, and any communications that link them to private clients.
Review Company Policies: Check your employment contracts and company policies regarding moonlighting or working for outside clients. This will help you understand your legal standing and any potential breaches of contract.
Schedule a Meeting: Arrange a private meeting with the employee to discuss your concerns. Be objective and avoid jumping to conclusions. Present the evidence you’ve gathered and allow them to explain their side of the story.
Assess Impact: Consider how this behavior has affected your firm. Has it caused any financial loss or reputational damage? Understanding the impact will help inform your next steps.
Decide on Outcomes: Depending on the severity of the situation and the employee’s explanation, you can decide on appropriate actions. This could range from a warning to termination, or a decision to allow them to continue with guidelines in place.
Reinforce Company Policy: Regardless of the outcome, it may be beneficial to revisit and reinforce your company policies on outside employment with all staff to prevent similar issues in the future.
Consult Legal Advice: If you are unsure about the implications or potential legal issues, consult with a legal advisor or HR professional to ensure you handle the situation lawfully and fairly.
Addressing this promptly and fairly will help protect your business and maintain a professional environment.