A lot of business don't want to bother performance managing that closely. Plenty just worked off of trust.
* You hire someone, and then figure out someone else is doing the work (usually because they are making stupid mistakes, and the person you hired can't be that dumb)
* Your staff work odd hours that make coordinating hard (side gigs / hussle's etc).
* I think the rumored record of multiple full time jobs someone was working was 5+.
* We interviewed someone who was upfront they would be working for us while working for her full time day job remotely.
We deal with sensitive information. Having data go overseas etc is a no go for our business at least.
Note: If you have to deal with government agencies that have gone remote you KNOW that the throughput is sometimes < 50% what it was before. You can almost immediately tell as someone dealing with them. No one answers their phones, all voicemail, all super long delays (week+).
CEOs and SVPs have contracts that deal with these issues. Salaried workers commit to full time hour commitment.
My employer allows outside employment for some roles if appropriate. It requires disclosure and may not be possible depending on what you do. Double dipping is not acceptable.
I’m a VP level person who serves on a couple of boards and help with a family business. It’s all disclosed and approved with mutually agreeable boundaries.
Another example is an attorney - it’s ok for some private practice, but not ok if that practice will reasonably involve an entity that the company is likely to interact with.
That’s just, like, your opinion, mahn. I don’t recall anyone else saying that those things were OK, or that they were comparable, which they aren’t? Your MO seems to be to just make your comment so high-effort to reply to that nobody will bother.
I wouldn't call it fraud, but it is probably violating the terms of the employment contract. I know it is for my company (I bet people still do it anyway)
What's the recourse for violating your employment contract beyond termination? Ineligibility for unemployment because you were fired "for cause"? Seems like it's worth the risk since you can be fired for no reason at all.
I know a person who is absolutely brilliant, first class intellect. They have two remote jobs and have gotten softly reprimanded at both for essentially making other people look bad because they get so much done.
As far as I see it, both companies get an a-tier person who outperforms the rest of their staff. This person gets two paychecks. Everybody wins.
But in the “we own your time and soul” employee relations model he’s a “crook” or a “fraud” because they aren’t sitting in the company canteen talking about bollocks all day.
* You hire someone, and then figure out someone else is doing the work (usually because they are making stupid mistakes, and the person you hired can't be that dumb)
* Your staff work odd hours that make coordinating hard (side gigs / hussle's etc).
* I think the rumored record of multiple full time jobs someone was working was 5+.
* We interviewed someone who was upfront they would be working for us while working for her full time day job remotely.
We deal with sensitive information. Having data go overseas etc is a no go for our business at least.
Note: If you have to deal with government agencies that have gone remote you KNOW that the throughput is sometimes < 50% what it was before. You can almost immediately tell as someone dealing with them. No one answers their phones, all voicemail, all super long delays (week+).