HR3325 - Secondary Employment

1. Institutional Regulations
   
   College employees may not engage in any secondary employment that will present a real or perceived competition or conflict with his/her College employment or with the interests of the College.
    
2. Procedure
   1. Employment at Des Moines Area Community College shall be considered a Regular employee’s primary employment, regardless of whether it is full-time or part-time.
   2. Secondary employment considered to present a real or perceived competition includes, but is not limited to, employment that duplicates, replaces, or interferes with College services or functions, inside or outside of the DMACC service area.
   3. Secondary employment that does not compete with College services or functions but occurs during an employee’s College duty hours is specifically prohibited unless the employee is on an appropriate approved leave, such as vacation, personal business, or leave without pay. See Procedures HR3705 , HR3730 , and HR3765 .
   4. An employee may not receive personal remuneration for a speaking engagement on behalf of the College that occurs during the employee’s duty hours unless the employee is on an appropriate approved leave. However, honorariums to the College Foundation may be accepted.
   5. A Regular employee may not render private paid tutorial services to DMACC students.

Procedures HR3730 - Personal Leave 

Procedures HR3765 - Leave Without Pay and LTD Leave Without Pay 

Policy HR411 - Discipline 

Policy HR417 - Employee Conduct and Conflict of Interest 

Adopted: October 1, 2002
Reviewed: Annually

Revised:
January 1, 2005

November 1, 2009

November 1, 2011

September 1, 2020