Outside Employment

I. SCOPE

The Policy applies to all George Mason University Classified Staff and Administrative/Professional faculty. This policy does not apply to Wage employees, Graduate Assistants, Adjunct Faculty, or Instructional/Research Faculty members. For Instructional/Research Faculty members and Research Staff, Section 2.10.7 of the Faculty Handbook and University Policy 4021: Outside Professional Activities and Conflict of Commitment apply.

II. POLICY STATEMENT

This Policy defines Outside Employment for Employees and establishes the reporting and approval procedures to be followed by Employees who plan to engage in Outside Employment.

III. DEFINITIONS

Employee: Means, for the purposes of this Policy, Classified Staff and Administrative/Professional faculty.

Outside Employment:  Work for any non-university entity or person, whether or not such work is performed on campus, and also includes self-employment and self-initiated professional services such as consulting, workshops, seminars, conferences, institutes, or short courses provided to any entity or person other than the university, if the Employee receives compensation for providing such services.

Outside Employment does NOT include volunteer opportunities for which no compensation or other remuneration is received, unless such work adversely interferes with the Employee’s responsibilities to the university.

IV. COMPLIANCE

A. Prior to engaging in Outside Employment, Employees must obtain their supervisor’s approval through the George Mason Disclosure System. Employees are responsible for informing their supervisor of all Outside Employment and any changes that occur to that employment after their request has been approved. Outside Employment disclosures and approvals must be reviewed and reapproved annually from the date of the original approval. In addition, approvals are subject to revocation or amendment by the supervisor.

B. When performing Outside Employment:

1. Approval of Outside Employment does not affect the requirement to work additional hours for the university in urgent situations.
2. Employees engaging in Outside Employment must comply with all relevant university Policies and procedures, including policies regarding Conflicts of Interest and annual leave.
3. When an Employee must engage in Outside Employment during their normal or scheduled working hours at George Mason, they must record annual leave for those hours.
4. The Employee engaged in Outside Employment is solely responsible for work performed in the course of their Outside Employment, and the university is not responsible for such work.
5. All Outside Employment is performed in the Employee’s individual capacity.
6. No university-owned resources may be used including, but not limited to, office supplies, computing equipment, or network access (see University Policy 1301: Responsible Use of Computing for more information).
7. The Employee does not officially represent the university and is not an employee or agent of the university when engaging in Outside Employment; and
8. The views, thoughts, and expressions of the Employee do not represent the views or position of the university.

Employees engaging in Outside Employment are encouraged to share this policy with their Outside Employment employer and customers.

The Employee may not represent or otherwise suggest that they are acting as a George Mason employee or otherwise acting on behalf of George Mason when engaged in Outside Employment.

C. Employees may not engage or continue to engage in Outside Employment which the supervisor has determined, in their sole discretion:

1. Interferes with the Employee’s university employment responsibilities and duties; OR
2. Results in any actual conflict or appearance of conflict with their university employment responsibilities (other than Conflicts of Interest covered by University Policy 4001: Conflict of Interests for which a Conflict of Interest waiver has been obtained); OR

3. Directly completes with university goods or services.

The decision to approve Outside Employment will be based, in part, upon an assessment of whether the proposed outside employment can be achieved without adversely affecting the Employee’s performance at George Mason.

D. Employment with State Agencies and Entities that Contract with the university:

Employees considering Outside Employment should be aware of University Policy 4001: Conflict of Interests and the Virginia Conflict of Interests Act, which prohibits Employees from having a personal interest in a contract with the university other than her or his own contract for employment unless a waiver is in place.  If an Employee is considering Outside Employment with any firm or entity that has a contract with the university, the Employee must disclose this as a potential Conflict of Interest according to University Policy 4001: Conflict of Interests.

V. SANCTIONS

An employee may be disciplined up to and including termination for Outside Employment that has not been previously approved, that occurs during university work hours without the use of appropriate leave, or is determined to be in violation of University Policy, state policy or the Virginia Conflict of Interest Act.

VI. DATES

A. Effective Date:

This policy will become effective upon the date of approval by the Executive Vice President for Finance and Administration and the Provost and Executive Vice President.

B. Date of Most Recent Review:

April 10, 2024

VII. TIMETABLE FOR REVIEW

This policy, and any related procedures, shall be reviewed and revised, if necessary, every 3 years.

VIII. SIGNATURES

Approved:

__/S_____________________
Deb Dickenson
Executive Vice President, Finance and Administration

_/S_______________________
Kenneth D. Walsh
Interim Provost and Executive Vice President

Date approved: August 15, 2011
Revised: May 2, 2016
Revised: January 6, 2021
Revision approved: June 16, 2024

Page last updated: July 15, 2024