(a) Under no circumstances shall an employee have other employment which conflicts with the policies, objectives and operations of the City of Geneva. In addition, an employee shall not become indebted to a second employer whose interests might be in conflict with those of the City.
(b) Other employment conflicts, as set forth in this policy, when a second job impairs the employee's ability to perform the duties of his or her position with the City.
(c) Full-time employment by the City shall be considered the employee's primary occupation and shall take precedence over all other occupations.
(d) The employee shall confer with the department head, the City Manager and/or the City Solicitor to determine whether the secondary job presents a conflict with the City’s policies, objectives, interests and/or operations. Outside employment, or "moonlighting," shall be a concern to the City only if it adversely affects the employee's job performance. Two common employment conflicts that may arise are:
(1) Time conflicts, defined as when the working hours required of a secondary job directly conflict with the scheduled working hours of an employee's job with the City or when the demands of a secondary job prohibit adequate rest, thereby adversely affecting the quality standard of the employee's job performance; and
(2) Interest conflicts, defined as when an employee engages in outside employment which tends to compromise his or her judgment, actions and/or job performance with the City. Should the employer or its designee feel that an employee's outside employment is adversely affecting the employee's job performance with the City, the employer may recommend, but not demand, and that the employee refrain from such activity. However, any conflict, policy infraction or other specific offense, which is the direct or indirect result of an employee's outside employment, shall be disciplined in a manner that is consistent with the policy set forth in this manual.
(Ord. 2453. Passed 4-10-95; Ord. 3263. Passed 11-25-19.)