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.

Capital patches out any attempt of non-capital to exit the system quickly.

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.