The need of the hour is to take the smart route. Companies need to reevaluate their existing policies to safeguard human capital as well as business interests. The primary step is to ensure moonlighting checks to locate dual employment while mitigating concerns such as data privacy, employee alienation, low productivity, and, most crucially, revenue loss.
Secondly, there’s a need for companies to adapt to their employees’ behavioral and moral shifts. 43% of employees cite monetary considerations (earning more and leading a better lifestyle) as the reason for adopting the hustle culture. Employees also cite repaying loans (37%) and career growth (29%) as reasons to want to earn more. (Source: Indeed)
An increasing share of employers is willing to renegotiate employment terms and create prior consent agreements to welcome ethical moonlighting as long as it happens within the knowledge and pre set terms:
No disclosure of sensitive information
Working for a competitive group is not permitted
No misappropriation of a company's assets
Employees must devote billable hours
At the intersection where these facts, lie an organisation’s personal beliefs. Companies, whether in favour or against, must leverage cutting-edge background checks to get more visibility of their people, foresee red flags and assure compliance.
Critical checks to have control over moonlighting:
Character Reference Check for validation of the candidate’s attitude.
Previous Employment Check for validation of employee’s behaviour.
Credit Check to validate money history, loans, debt & other financial information.
Dual Employment Check to help mitigate compliance issues, conflict of interest, and reputational damage.
Right To Work to verify an individual's eligibility to work.
Trust in the workplace is your competitive advantage. We shall leave you with the thought.
Secondly, there’s a need for companies to adapt to their employees’ behavioral and moral shifts. 43% of employees cite monetary considerations (earning more and leading a better lifestyle) as the reason for adopting the hustle culture. Employees also cite repaying loans (37%) and career growth (29%) as reasons to want to earn more. (Source: Indeed)
An increasing share of employers is willing to renegotiate employment terms and create prior consent agreements to welcome ethical moonlighting as long as it happens within the knowledge and pre set terms:
No disclosure of sensitive information
Working for a competitive group is not permitted
No misappropriation of a company's assets
Employees must devote billable hours
At the intersection where these facts, lie an organisation’s personal beliefs. Companies, whether in favour or against, must leverage cutting-edge background checks to get more visibility of their people, foresee red flags and assure compliance.
Critical checks to have control over moonlighting:
Character Reference Check for validation of the candidate’s attitude.
Previous Employment Check for validation of employee’s behaviour.
Credit Check to validate money history, loans, debt & other financial information.
Dual Employment Check to help mitigate compliance issues, conflict of interest, and reputational damage.
Right To Work to verify an individual's eligibility to work.
Trust in the workplace is your competitive advantage. We shall leave you with the thought.
Moonlighting and quiet quitting: Risks you need to know as an organisation:
Conflicts of interest: An employee involved with more than one organizations may be tempted to prioritize one over the other. It puts the company in a tough spot. Data breaches, productivity loss, and short attention spans are the major tribulations. 21% of employees have been reported to utilise company resources for external interests leading to increased operating expenses.
(Source: Economic Times)
Legal and compliance issues: Traditional contracts often prohibited employees from working for other organizations while employed with a particular company. However, this is the era of loopholes. Study shows that a large share of employees are somehow able to justify dual employment, performing it in the confinements of reasonable restrictions as long as there are no tangible confidentiality breaches involved.
Reputational damage: The most contingent wheel in the argument. Every company’s perspective on moonlighting remains divided. 33% of organisations have reported a loss of business, as clients and customers do not want to be associated with a company that allows its employees to engage in moonlighting.
(Source: Economic Times)
Do companies give in to hustle culture?
The need of the hour is to take the smart route. Companies need to reevaluate their existing policies to safeguard human capital as well as business interests. The primary step is to ensure moonlighting checks to locate dual employment while mitigating concerns such as data privacy, employee alienation, low productivity, and, most crucially, revenue loss.
Secondly, there’s a need for companies to adapt to their employees’ behavioral and moral shifts. 43% of employees cite monetary considerations (earning more and leading a better lifestyle) as the reason for adopting the hustle culture. Employees also cite repaying loans (37%) and career growth (29%) as reasons to want to earn more. (Source: Indeed)
An increasing share of employers is willing to renegotiate employment terms and create prior consent agreements to welcome ethical moonlighting as long as it happens within the knowledge and pre set terms:
No disclosure of sensitive information
Working for a competitive group is not permitted
No misappropriation of a company's assets
Employees must devote billable hours
At the intersection where these facts, lie an organisation’s personal beliefs. Companies, whether in favour or against, must leverage cutting-edge background checks to get more visibility of their people, foresee red flags and assure compliance.
Critical checks to have control over moonlighting:
Character Reference Check for validation of the candidate’s attitude.
Previous Employment Check for validation of employee’s behaviour.
Credit Check to validate money history, loans, debt & other financial information.
Dual Employment Check to help mitigate compliance issues, conflict of interest, and reputational damage.
Right To Work to verify an individual's eligibility to work.
Trust in the workplace is your competitive advantage. We shall leave you with the thought.
The road to risk mitigation goes through knowledge
WFH is exposing organizations to a new risk of Moonlighting. Know how to mitigate.
2020 was the banner year for fuelling a paradigm shift in the way people work. Social distancing measures in place, remote work arrangements, and the struggle to maintain business continuity amid all. While this has been a lifeline for many organizations, it has exposed them to a new risk – Moonlighting.
While sectors like healthcare, pharmaceutical, FMCG, and manufacturing echo identical beliefs with 71% of employees on average citing dual employment as “unethical”, the IT sector boldly disagrees. 43% of employees in IT find moonlighting favourable and a response to “burnout and lack of support within the organisation”. (Source: Indeed)
As a human capital risk management company, we have witnessed a surge in the number of cases of double employment since the pandemic began. We have also seen the damage it can cause to organizations that never anticipate it and stay unprepared to deal with this risk. The need of the hour is to take the smart route. Companies need to reevaluate their existing policies to safeguard human capital as well as business interests. The primary step is to ensure moonlighting checks to locate dual employment while mitigating concerns such as data privacy, employee alienation, low productivity, and, most crucially, revenue loss.
Secondly, there’s a need for companies to adapt to their employees’ behavioral and moral shifts. 43% of employees cite monetary considerations (earning more and leading a better lifestyle) as the reason for adopting the hustle culture. Employees also cite repaying loans (37%) and career growth (29%) as reasons to want to earn more. (Source: Indeed)
An increasing share of employers is willing to renegotiate employment terms and create prior consent agreements to welcome ethical moonlighting as long as it happens within the knowledge and pre set terms:
No disclosure of sensitive information
Working for a competitive group is not permitted
No misappropriation of a company's assets
Employees must devote billable hours
At the intersection where these facts, lie an organisation’s personal beliefs. Companies, whether in favour or against, must leverage cutting-edge background checks to get more visibility of their people, foresee red flags and assure compliance.
Critical checks to have control over moonlighting:
Character Reference Check for validation of the candidate’s attitude.
Previous Employment Check for validation of employee’s behaviour.
Credit Check to validate money history, loans, debt & other financial information.
Dual Employment Check to help mitigate compliance issues, conflict of interest, and reputational damage.
Right To Work to verify an individual's eligibility to work.
Trust in the workplace is your competitive advantage. We shall leave you with the thought.
Conflicts of interest: An employee involved with more than one organizations may be tempted to prioritize one over the other. It puts the company in a tough spot. Data breaches, productivity loss, and short attention spans are the major tribulations. 21% of employees have been reported to utilise company resources for external interests leading to increased operating expenses.
(Source: Economic Times)
Legal and compliance issues: Traditional contracts often prohibited employees from working for other organizations while employed with a particular company. However, this is the era of loopholes. Study shows that a large share of employees are somehow able to justify dual employment, performing it in the confinements of reasonable restrictions as long as there are no tangible confidentiality breaches involved.
Reputational damage: The most contingent wheel in the argument. Every company’s perspective on moonlighting remains divided. 33% of organisations have reported a loss of business, as clients and customers do not want to be associated with a company that allows its employees to engage in moonlighting.
(Source: Economic Times)
Do companies give in to hustle culture?
The need of the hour is to take the smart route. Companies need to reevaluate their existing policies to safeguard human capital as well as business interests. The primary step is to ensure moonlighting checks to locate dual employment while mitigating concerns such as data privacy, employee alienation, low productivity, and, most crucially, revenue loss.
Secondly, there’s a need for companies to adapt to their employees’ behavioral and moral shifts. 43% of employees cite monetary considerations (earning more and leading a better lifestyle) as the reason for adopting the hustle culture. Employees also cite repaying loans (37%) and career growth (29%) as reasons to want to earn more. (Source: Indeed)
An increasing share of employers is willing to renegotiate employment terms and create prior consent agreements to welcome ethical moonlighting as long as it happens within the knowledge and pre set terms:
No disclosure of sensitive information
Working for a competitive group is not permitted
No misappropriation of a company's assets
Employees must devote billable hours
At the intersection where these facts, lie an organisation’s personal beliefs. Companies, whether in favour or against, must leverage cutting-edge background checks to get more visibility of their people, foresee red flags and assure compliance.
Critical checks to have control over moonlighting:
Character Reference Check for validation of the candidate’s attitude.
Previous Employment Check for validation of employee’s behaviour.
Credit Check to validate money history, loans, debt & other financial information.
Dual Employment Check to help mitigate compliance issues, conflict of interest, and reputational damage.
Right To Work to verify an individual's eligibility to work.
Trust in the workplace is your competitive advantage. We shall leave you with the thought.
Moonlighting and quiet quitting: Risks you need to know as an organisation:
Conflicts of interest: An employee involved with more than one organizations may be tempted to prioritize one over the other. It puts the company in a tough spot. Data breaches, productivity loss, and short attention spans are the major tribulations. 21% of employees have been reported to utilise company resources for external interests leading to increased operating expenses.
(Source: Economic Times)
Legal and compliance issues: Traditional contracts often prohibited employees from working for other organizations while employed with a particular company. However, this is the era of loopholes. Study shows that a large share of employees are somehow able to justify dual employment, performing it in the confinements of reasonable restrictions as long as there are no tangible confidentiality breaches involved.
Reputational damage: The most contingent wheel in the argument. Every company’s perspective on moonlighting remains divided. 33% of organisations have reported a loss of business, as clients and customers do not want to be associated with a company that allows its employees to engage in moonlighting.
(Source: Economic Times)
Do companies give in to hustle culture?
The need of the hour is to take the smart route. Companies need to reevaluate their existing policies to safeguard human capital as well as business interests. The primary step is to ensure moonlighting checks to locate dual employment while mitigating concerns such as data privacy, employee alienation, low productivity, and, most crucially, revenue loss.
Secondly, there’s a need for companies to adapt to their employees’ behavioral and moral shifts. 43% of employees cite monetary considerations (earning more and leading a better lifestyle) as the reason for adopting the hustle culture. Employees also cite repaying loans (37%) and career growth (29%) as reasons to want to earn more. (Source: Indeed)
An increasing share of employers is willing to renegotiate employment terms and create prior consent agreements to welcome ethical moonlighting as long as it happens within the knowledge and pre set terms:
No disclosure of sensitive information
Working for a competitive group is not permitted
No misappropriation of a company's assets
Employees must devote billable hours
At the intersection where these facts, lie an organisation’s personal beliefs. Companies, whether in favour or against, must leverage cutting-edge background checks to get more visibility of their people, foresee red flags and assure compliance.
Critical checks to have control over moonlighting:
Character Reference Check for validation of the candidate’s attitude.
Previous Employment Check for validation of employee’s behaviour.
Credit Check to validate money history, loans, debt & other financial information.
Dual Employment Check to help mitigate compliance issues, conflict of interest, and reputational damage.
Right To Work to verify an individual's eligibility to work.
Trust in the workplace is your competitive advantage. We shall leave you with the thought.
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