Secondary Employment

Secondary Employment (Revised, June 13, 2005) In maintaining compliance with the policies of the State Board of Community Colleges, it is necessary to adopt policies and procedures that prevent conflict between Alamance Community College employees’ primary employment responsibilities and any secondary employment in which they may be engaged.

Policy: The employment responsibilities to the College, as defined in the respective position description, are primary for any regular full-time employee; any other employment in which that person chooses to engage is secondary. This includes any part-time or adjunct College contract not included in a regular full-time employee’s job responsibilities. One-time or occasional commitments, such as a speech that includes an honorarium, are not considered to be secondary employment.

  • Secondary employment shall not be permitted when it would (1) create either directly or indirectly a conflict of interest with the primary employment or (2) impair in any way the employee’s ability to perform all expected duties during the employee’s normally assigned working hours, or (3) impair in any way the employee’s ability to make decisions and carry out in an objective fashion the responsibilities of the employee’s position at the College.
  • Authorization must be received from the President, upon the recommendation of the appropriate Vice-President, before engaging in any secondary employment in order to determine whether it will have an adverse effect on the primary employment, cause a conflict of interest, or result in discrediting the College. The Board of Trustees must approve any secondary employment by the President. The signed approval document will be forwarded to Human Resources and placed in the employee’s personnel file.
  • Approved secondary employment for external entities should not be conducted during the employee’s normal work schedule and cannot involve the use of College resources or facilities. The normal work schedule for faculty would be defined as the classes and office hours scheduled during a specific semester. The normal work schedule for all employees would include their scheduled hours of service as well as special assignments outside regular hours for assignments such as registration or graduation.
  • Approval of secondary employment may be withdrawn at any time if it is determined that secondary employment has an adverse impact on the primary employment.


  • All employees will disclose any secondary employment in which they are currently engaged. This information will be reported to the respective Vice President by completing the Secondary Employment Approval form. Upon recommendation from the Vice President, the President will review and approve or not approve the request for secondary employment. If the secondary employment is not approved, the employee will be notified in writing. An employee, whose request has not been approved, must inform the President and respective Vice President in writing that the disapproved employment has been terminated. Refusal by the employee to respond and to adhere to the President’s request shall be deemed sufficient cause for dismissal.
  • Employees are required to request approval through their Vice President for any new or revised secondary employment. This would include promotions, changes in status, or changes in work schedule. If secondary employment includes part-time instruction at another institution, each course should be approved. No secondary employment may be engaged in without prior approval from the President.
  • Upon the re-issuance of the yearly contract in July, all employees will submit with their signed contract a Secondary Employment Approval Form, identifying current secondary employment.
  • Refusal by the employee to adhere to the requirements in this policy shall be deemed sufficient cause for dismissal.