Job-Juggling Remote Workers May Threaten Your Company

By: Tony LaNasa

October 11, 2023

Although some companies currently require employees to work in the office full-time, many allow employees to work remotely one or more days per week. A growing preference for remote roles can make it easier to attract and retain staff.

Some employees, however, may be tempted to accept more than one remote role without alerting their employers. This can hinder employee productivity while also potentially allowing for leaks of intellectual property (IP) and proprietary information to competitors. Employees may also use what they’ve learned while working for your business to start side enterprises that compete directly with yours. Here’s how to reduce such risks.

Maintain Close Supervision

The same technology that allows corporations to offer remote positions can also allow workers to work different jobs at the same time. Some employees may believe they can handle the additional workload. However, this does not change the fact that it may jeopardize your company’s intellectual property or that employees may utilize your company’s time and resources to give services to another employer. You may also lose out if remote employees are disengaged and inefficient while working for you.

Provide enough oversight to avoid such risks. Implement regular check-ins and reviews to improve communication with remote employees. Also, confirm that your employee handbook clearly states what activities are prohibited. Include a discussion of the legal and ethical issues that may arise as a result of holding several positions. And, if you do allow employees to pursue consulting, freelance, or “gig” work, be clear about what it may and may not involve.

Conduct Background Checks and Software Monitoring

Many employers conduct background checks on prospective employees in order to detect forged credentials or potential criminal backgrounds. Sometimes, these tests simply indicate that a candidate should be investigated further. For example, if a prospective employee appears to have worked two jobs at the same time, you should probably ask them about it. A background check, however, will not notify you in real time if an individual accepts two or more opportunities on the same day. Therefore, you should not rely solely on background checks.

Installing monitoring software on business laptops is another approach for lowering remote-worker danger. Such software can detect computer access outside of normal business hours as well as inactivity during normal business hours. Both sorts of behavior may indicate that an individual is working a second job.

But be cautious. You’ll want to consult an employment attorney before installing software to make certain it will not breach employee privacy rights or pose other legal or ethical concerns. You must also warn staff that monitoring software is being used. Even if you surpass these obstacles, keep in mind that unless your software uncovers a clear policy violation (such as emailing sensitive material to a competitor), you’ll probably need more proof before drawing any conclusion.

Protect IP and Trade Secrets

IP and trade secrets must be safeguarded against accidental or intentional public disclosure and use by competitors. Employees who leak knowledge to a second employer may not mean to commit fraud. In response to a request for proposal, for example, an employee may use knowledge of one employer’s price policy to complete the other employer’s bid.

To secure your company’s intellectual property, identify and classify all assets and evaluate the safeguards in place to prevent disclosure. For example, are your manufacturing processes, including those in development, securely stored and available only to individuals with a specific business purpose?

Reduce Your Risk

Allowing employees to work from home rather than commuting can encourage a healthier work/life balance. However, the freedom of remote work may tempt some misguided individuals to take on multiple jobs. Ensure these employees’ decisions do not contradict your company’s policies or jeopardize your proprietary information or other important resources.