Outside Employment

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BACKGROUND

Members of the faculty and staff are permitted to engage in outside employment and consulting under certain conditions.  Permissible circumstances relating to outside employment and consulting are contained in IHL and University policies.

Process

APPLICATION FOR PERMISSION TO ENGAGE IN OUTSIDE EMPLOYMENT OR PRACTICE OF PROFESSION.*

*You must be logged in using USM credentials to access the form from the forms page link. 

The application must be filed and approved prior to participating in the activity.

 

Annually, complete your Outside Activities Report via the Conflict of Interest & Conflict of Commitment (COI/COC) disclosure campaign via Cayuse.

Cayuse Disclosures Page

 

Questions regarding the process should be sent to conflictsFREEMississippi 

 

SPECIFIC POLICIES

Pursuant to IHL Policy 801.08 OUTSIDE EMPLOYMENT, members of the faculty and staff are permitted to engage in outside employment, provided permission is first obtained from the executive officer of the institution concerned and, provided further, that the executive officer of the institution concerned shall grant permission to engage in outside employment 
only after having first determined that the said outside employment will 
interfere in no way with institutional duties of the individual requesting such 
permission.  In addition, such individuals will not engage in a business or profession that would in any manner compete with a similar business or profession over which he or she would have direct supervision, inspection, or purchasing authority within the university or agency, such being a conflict of interest.

 
The University Faculty Handbook Policy 3.3.8 OUTSIDE EMPLOYMENT POLICY states that in accord with IHL policy, faculty members involved in any of the many possible forms of outside employment are required to disclose these employment relationships annually. Forms for doing so are 
located on the Provost’s website. 

Policy 3.2 of the University’s Employee Handbook also addresses the issue of outside employment. Employees interested in pursuing approval to engage in outside employment must complete an "Application for Permission to Engage in Outside Employment or Practice of Profession." This form requires approval through your chain of command to the Office of the President. A copy of the completed form will be kept on file in University Human Resources.

In addition, employees will not engage in an outside business or profession that would in any manner compete with a similar business or profession over which he or she would have direct supervision, inspection, or purchasing authority within the University, such being a conflict of interest. Under no circumstances can university property be used for the outside employment.

The "Application for Permission to Engage in Outside Employment or Practice of Profession" must be completed or updated at the end of each fiscal year or each time the outside employment changes. The form must be completed even if no payment is being received. Failure to complete this form each year could result in termination of employment.

Policy 3.2.1 of the University’s Employee Handbook also addresses the issue of outside consulting. Employees who engage in consulting activities and who are paid a fee from an outside agency will be required to file an "Application for Permission to Engage in Outside Employment or Practice of Profession," prior to participating in this activity. 

 

OUTSIDE EMPLOYMENT RELATED ABSENCES

All absences from work, during normal working hours, as a result of consulting, will be charged to the 12-month employee’s personal (vacation) leave.

Employees who do not have sufficient accrued personal leave to cover the absence will be required to report as leave-of-absence without pay for the period of time used in consulting.

 

The University’s Employee Handbook Policy 3.2.2 Working a Second Position Employees who teach classes, conduct research or work camps for USM during their normal working hours and who receive additional compensation above their normal salary will charge this time to personal leave. It is the responsibility of the department head to ensure the employee 
complies with these policies. If the employee does not have sufficient accrued personal leave to cover this time, the employee will be required to report the time taken as leave without pay. For any secondary position, the employee must obtain approval from their supervisor in advance.