RubinBrown Team Member Manual

Outside Employment 207

Policy Title: Policy Number:

Section:

Employment

Effective Date:

Supersedes Policy Dated:

06/01/2024

06/01/2023

Background: RubinBrown discourages team members (excluding temporary team members) from “moonlighting” or pursuing outside employment if, in the opinion of Firm Leadership, the additional job prohibits the team member from acting in a manner consistent with the interests of the Firm. Outside employment with any competing accounting firm or related industry which provides similar or related services is strictly prohibited and may result in immediate termination of employment. Policy: Because of potential conflicts of interest, the importance of RubinBrown’s reputation in the community, the possible inference that RubinBrown is sanctioning outside activities of its team members, and even the appearance of impropriety, no team member may serve as an officer, team member, director or trustee of any outside business organization without the prior, written approval of the Managing Partner of RubinBrown. This restriction does not apply to civic, religious, educational, social and charitable organizations. If a team member chooses to serve on the board of a civic, religion, education, social or charitable organization, it is strongly recommended that the team member ascertain that the organization has Directors' and Officers' insurance protection. Outside employment with any business where the nature is likely to be harmful to RubinBrown’s image in the community or which creates a conflict of interest is prohibited. Procedure: Team members interested in outside employment should contact the Human Resources Department. Human Resources will provide a “Statement of Outside Employment” form for the team member to complete. Both the Service Unit Leader and local Office Managing Partner will review the form and provide approval if deemed appropriate. Approved outside employment will not be considered an excuse for poor job performance, absenteeism, tardiness or refusal to work overtime. Should any of these situations occur, approval of the team member’s request to engage in outside employment may be revoked or withdrawn, and the team member will be subject to disciplinary action up to, and including termination. In addition, such approval may be withdrawn by RubinBrown for any other reason deemed sufficient. Usually, a short notice will be given prior to the effective date of the consent withdrawal. Team members who have accepted outside employment are not eligible to receive compensation or benefits during an absence from work which is the result of any injury on the second job. Outside employment should not continue if the team member is on family medical leave, medical leave, personal leave, or other leave of absence which has warranted their discontinuation of work (either short-term or long-term) at RubinBrown. Team members who continue outside employment without notifying RubinBrown of their intentions are not eligible to receive compensation or continued benefits and will be subject to disciplinary action up to, and including termination. In such case of termination, a team member may be eligible for benefits as outlined by COBRA (also see “COBRA: Continuation of Coverage”; Policy Number 403). Failure to disclose outside employment, obtain prior written approval of outside employment, or any other violation of this policy may subject a team member to disciplinary action up to, and including, termination.

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