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Hi everyone! I hope you’re all doing well and staying safe during the holiday season. I wanted to take a moment to highlight a role that I’m hiring for - Sr. Learning & Talent Development Partner. If you’re interested, I’ve added to the Fishbowl jobs board - https://joinfishbowl.com/job_rpc2p5vsvq. Feel free to reach out directly if you’d like to chat. :)
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A bit too open-ended in my opinion. If I were an employee receiving it, I would like to have some context for why the entirety of my outside life needs to be included on that form.
All very true. Trying to “catch” the underperformers instead of having a direct 1:1 with them. I understand working with a direct competitor, but that should already be covered in company polices.
Conflict of interest, yes. Every other obligation, no.
30+ years in consulting, disclosing outside obligations and duties to 3rd parties, 2nd jobs, etc., is VERY common... almost every major employer has this requirement in some degree or another... not providing commitment to other similar companies is important also... the reason is that an employee can experience burnout from having too many obligations for their time, if their other "job" is with a competitor, that presents a conflict of interest, etc., many many reasons... it is NOT an overstep... fill out your form and move on, it is to everyone's benefit
I agree. Some industries require this.
I think you would need to determine what can be understood as "reasonable" disclosure. Additionally, I believe it would be important to ensure the company isn't impeding concerted activity.
Bottom line, as an employee if I don't think it's a "real" conflict of interest, I'm not listing anything.
By asking, you’re covering yourself for risk. This requirement is very common. The reality is that most people aren’t going to spin their wheels to complete it. They’ll include the big stuff but won’t fill out their duty to get their kid to school every day. I don’t see an issue based on the context you’ve provided.
This seems a bit more "Big brother" than I like in terms of surveillance - I understand moonlighting, contract work - or something that would clearly conflict with their day-to-day role. But how is volunteering to coach your kids hockey team, at a local church or other organization the businesses business? That's where, as an employee, I'm more likely to ignore this as a whole.
As someone else pointed out, folks will disclose the big stuff but the problem is how invasive this feels. As risk mitigation measure, the business is totally right to have this step - I just feel like the language isn't the most confidence inspiring to an EE.
Regardless, people will omit what they don't want to disclose.
Exactly! This was my first thought - maybe it just need a tweak in the language, but if the whole goal is transparency, it should sound people-first. AKA like HR drafted it, not the legal or executive teams.
Agreed, as soon as it evokes feelings of being fired for other commitments it's problematic. Because then you need to run a campaign to back track on the language and reassure employees it's not all doom and gloom.
Plus - unless it's a recurrent problem, most folks are pretty up front about those types of roles.
I work in a financial institution and we have to fill a similar form called 'outside business activities- OBA' form to be reviewed and signed annually. Once filled you have a discussion with your people manager to discuss if required the content of your form. I dont see it as a big deal if I have nothing to hide. No conflict of interest etc. I have a 'speaker' company and I make content by d side and provider it doesn't cross the line of financial advice, no big deal at all
This is also really great feedback. I'm probably just analyzing it too deeply. And impressioning others' perceptions and feelings on something they probably won't ever read in depth like I do.
I'll see what comes of it and I'm sure we'll pivot if my concerns appear in large numbers.
I have a concern this might open up employees to view management corrective actions as retaliation because of something they disclosed. Such as a disciplinary action because of tardiness that the employee feels they are being singled out because they participate in a pride group.
And then my next question is why would knowing if I was a deacon at church or auxiliary at the Eagles club be an essential part of my employment?
Is this required for your industry or licensing? If not, I’d narrow it to just outside employment that could cause a conflict. For example, remote employees working another job at the same time they are working for you. Or an employee working part time in the evening for a competitor.
I can understand people seeing a requirement like that as being needlessly intrusive. But if there's to be disclosure, that seems like the only practical way to do it. If people can decide what to disclose, that's not really disclosure. Even people operating in good faith could neglect to include things that would be pertinent.
Honestly there's really only one specific occurrence we're seeking out - we let one person through our doors this year with this 'one thing'. And that conversation has grown to - - well what if this? And what if that? Well we should just have all current employees and applicants divulge all of their third party involvement. It feels like an overreaction to me.
It's really a conflict of interest document - if employees understood what it is, they would likely be ok with it
Your employee handbook should have some mention of other work or contractual obligations interferiing with job performance as well as a clearly defined section on conflicts of interest, IE, moonlighting with a direct competitor.
Until there is a drop in performance, I believe this is unwarranted overreach. Perhaps keep the form but only administer it in conjunction with a PIP or Formal Written Warning.
Most employees won't comply if it's applicable to them and you'll never know about it. Let it go.
It is standard practice to ensure there are no conflicts. Simple to fill out the form or face the possible repercussions.