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Indicator - FL Memo Ltd
Tel: (01233) 653500. Fax: (01233) 647100
customer.services@indicator-flm.co.uk
www.indicator-flm.co.uk
Calgarth House
39-41 Bank Street
Ashford, Kent TN23 1DQ
VAT GB 726 598 394
Registered in England
Company Registration No. 3599719
Where an employee has sought your consent to their taking on a second job, use our new letter where you’re not willing to grant permission for that secondary employment.
Considering permission
Our Outside Business Interests Clause requires an employee to seek the prior written permission of their line manager before undertaking any other work or activity outside their working hours, and this applies whether the work is employment, self-employment, voluntary work or involvement in a family business (but note that this will be unenforceable if it’s in the contract of a zero hours employee, or an employee whose net average weekly wages don’t exceed the lower earnings limit). Assuming an employee then seeks your consent to a second job in compliance with the clause, you need to be reasonable in your approach and so shouldn’t just say no for the sake of it. Consider such relevant issues as whether the proposed work or activity:
Refusing to grant permission
Our Secondary Employment Rejection Letter enables you to decline to grant permission for the requested second job and to set out the reasons why. We’ve cited all the reasons referred to above so you can select which are appropriate, or alternatively you can come up with other reasons related to your own business needs.
Disciplinary offence
Our letter also includes a paragraph outlining that undertaking secondary employment without your permission is a disciplinary offence which could result in disciplinary action being taken and, depending on the circumstances, it may amount to gross misconduct. Therefore, this serves as a warning to the employee outlining what may happen if they ignore your refusal to grant permission and start the second job anyway.