Outside employment


The purpose of this Policy is to provide guidance to full-time employees in understanding and complying with the University’s position regarding outside employment.


Employees may hold outside employment as long as they meet the performance standards of their job with the University and the employment does not otherwise interfere with the discharge of the employee’s responsibilities to the University. Care, therefore, must be taken to assure that such activities are clearly separated from the individual’s duties to the University and that the activities do not interfere with the individual’s ability to meet the performance standards of that person’s position with Lynn University. Moreover, all employees are subject to the University’s scheduling needs, regardless of any existing outside work requirements. Finally, employees are further cautioned that the outside employment must not bring discredit to the University.

If the University determines that an employee’s outside work interferes with performance or the ability to meet the requirements of the University as they are modified from time to time, the employee may be asked to terminate the outside employment if the employee wishes to remain with the University.

While engaging in outside services, Lynn employees have an obligation to avoid ethical, legal, financial and other conflicts of interest to ensure that their consulting, professional, or outside activities do not conflict with the interests and purposes of Lynn University. For more details, please review the Conflict of Interest.

In addition to the above, faculty considering outside employment must also follow the guidelines set forth in the Faculty Outside Employment Policy.


Outside Employment–includes employment with another organization, consulting, self-employment, etc., whether on a voluntary nature or for pay.


I. Secondary Employment within Lynn University

Employees who seek secondary employment within Lynn University, including part-time teaching engagements, must obtain prior written approval from the employee’s current direct supervisor and division vice president. If the employee’s supervisor determines that an employee’s secondary employment within the University interferes with the performance or ability of the employee to meet his or her primary job requirements, the employee will be required to terminate the secondary employment.

To learn more about this policy or the supporting procedures, please contact Employee Services.

Policy updated on: Oct. 24, 2018