Anyone know a way to see if an employee is working another job? This person is out of state and I see them once a year maybe. Have suspicions, but not sure how to check other than hiring a PI. Anyone have a recommendation?

I wouldn't care if they were working another job during non-normal working hours (bartending, side internet job, etc.) but their work performance has dropped off and focus isn't there. Lots of "my parents had to go to hospital or are sick" days.

Are they using your computer or their own?

If yours, you have the right to track their activities. If theirs, hire a PI if you want to. Or just have a conversation with them and your suspicions and tell them to pick one job or the other.

Or if you're in a right to work state, just fire them and move on. Any of these would be reasonable.

Maybe their performance dropped because they are caring for sick parents and having to take them to the hospital and oversee their care?

I'd say have an honest conversation with them. Start from a place of compassion something like "are your parents okay we've notice you've been needing to care for them quite a bit and honestly your production at works has fallen off from your typical performance". If you get bs answers, you will likely know. Press them if it doesn't make sense and if you are still concerned, just ask the question "are you working a second job dividing your attention ".

aggie_wes said:

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Are they using your computer or their own?

If yours, you have the right to track their activities. If theirs, hire a PI if you want to. Or just have a conversation with them and your suspicions and tell them to pick one job or the other.

Or if you're in a right to work state, just fire them and move on. Any of these would be reasonable.

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What does a Right to Work State have to do with this?

jtp01 said:

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I'd say have an honest conversation with them. Start from a place of compassion something like "are your parents okay we've notice you've been needing to care for them quite a bit and honestly your production at works has fallen off from your typical performance". If you get bs answers, you will likely know. Press them if it doesn't make sense and if you are still concerned, just ask the question "are you working a second job dividing your attention ".

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This. Have you actually talked to them about your concerns and their drop in performance? If not, why would you not start there?

Last year I replaced someone who was doing exactly this, she was working two jobs at the same time and her performance dropped significantly. My company ended up finding out and they fired her, then I took her spot.

Have you checked this person's Linkedin?

ea1060 said:

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Have you checked this person's Linkedin?

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Social media is always a good way to see what employees are up to, especially the ones not smart enough to lock their accounts down. Just look at all those Puerto Vallarta pics they posted when they were "out sick with covid."

But to the larger point, it is best to have an honest conversation with them about their performance and document it. Poor performance trumps almost anything else if you have to fire someone. It also looks a lot better when you're fighting an unemployment claim to say they were fired for poor performance instead of for having a second job, unless of course, you can show evidence of them doing the second job on your clock, which is theft of time.

jtraggie99 said:

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jtp01 said:

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I'd say have an honest conversation with them. Start from a place of compassion something like "are your parents okay we've notice you've been needing to care for them quite a bit and honestly your production at works has fallen off from your typical performance". If you get bs answers, you will likely know. Press them if it doesn't make sense and if you are still concerned, just ask the question "are you working a second job dividing your attention ".

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This. Have you actually talked to them about your concerns and their drop in performance? If not, why would you not start there?

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exactly. I sure as hell hope this employee has done other things in the past which resulted in you being suspicious, otherwise, you don't sound like a very fun person to work for.

Use subterfuge. Try to hire them.

So did you confront them?

Yes I did. Good conversation and I explained my concerns and his drop in performance. I believe him that he is not moonlighting. H

Excellent keep us posted !

dubberage said:

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Yes I did. Good conversation and I explained my concerns and his drop in performance. I believe him that he is not moonlighting. H

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Good stuff man. Good managerial skills as well.

bmks270 said:

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Maybe their performance dropped because they are caring for sick parents and having to take them to the hospital and oversee their care?

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This.

I'd have an open conversation with them not starting from a critical standpoint but a caring one to make sure they are doing ok. If they are lying it will likely become pretty obvious in the conversation unless they are somehow prepared with elaborate stories. I wouldn't go into the conversation looking to put the hammer down until I've ruled out the possibility they are telling the truth and are having some tough times....

For this reason I also wouldn't go straight to termination bc what a way to kick a good person when they are down if they happen to be being honest.

In these situations I recommend just talking to the person about dropped performance?
(Glad you went that route)

I deal with this on the regular with our younger demographic team members. We are in a society of having a side hustle of some sort, and there is not good way to guage when it crosses the line, other than when it is performance or flat out steal (customers, money, IP, etc.)

NM