Why do employers add the clause in contracts 'not to do other employment or business'

SarEl

smallpurplepill wrote: »

Thanks cazziebo, I still have to take the contract back to HR signed and everything so might ask about this - it doesn't mention who permission has to be sought from (HR or just "the business"...) so will check on this! and try and have a friendly word with the HR person as to whether many people have already done this

It's usually a decision of the manager - because they will be the one who has to cope if you fall asleep at your desk! But you should have no problems doing a bit of extra work - as I said, permission is usually given unless what you are doing is going to create a conflict or impact on your ability to do your full-time job.

surreysaver

Savvy_Sue wrote: »

But my point remains that it is a statutory entitlement per employment, not a total.

I believe parental leave is a total, regardless of how many employers you work for.

LittleVoice

surreysaver wrote: »

I believe parental leave is a total, regardless of how many employers you work for.

So how is that supposed to work, then?

surreysaver

LittleVoice wrote: »

So how is that supposed to work, then?

http://www.businesslink.gov.uk/bdotg/action/detail?r.s=sc&r.l1=1073858787&r.lc=en&r.l3=1080898069&r.l2=1080898061&type=RESOURCES&itemId=1080909865

"Entitlement where the employee changes employer

The 13 or 18-week entitlement applies to an individual child, not to an individual employment.
Therefore if, for example, an employee has taken eight weeks' parental leave with their previous employer, they are only entitled to take another five (or ten) weeks while in your employment. They must also have completed a year's service with you to qualify."


"Record keeping

You are not required by law to keep formal records of employees' parental leave."

So, in answer to your question, you have to take the employee's word for it!

Savvy_Sue

Yes, but that applies to changing jobs: the situation I'm describing is where you have two employers at the same time. So, you could have 13 weeks of 3 days pw, plus 13 weeks of 2 days pw. And, since the employer doesn't have to keep formal records, the employer certainly doesn't have to share their records with another employer.

clairec79

The other thing I seem to remember years back (not sure if still holds true) but it was to make sure you weren't working ALL your holidays - I think we were told you had to have at least 2 weeks of your annual leave entitlement for rest and relaxation, not working your second job all the time you were off

bristol_pilot

This is a pretty standard clause in a contract for full-time employment and it's in mine. It's partly to prevent employees setting up in competition to the Company, but mostly it's about making sure you can do your job effectively. If you are employed to do, say, 40 hours per week in your main job and you are doing another 40 hours somewhere else this would be bound to detract from your effectiveness. Don't assume that you don't need to declare it if the other work is something completely different - you do. A few hours bar work on a weekend or charitable work is unlikely to be refused. But a regular night shift in some supermarket may well be.

getmore4less

Don't forget that jobs/work can include any unpaid comitments unless excluded.

So will include volunteer jobs and things like club/school commitees.

patman99

If you don't tell them, how would they know?.

SarEl

patman99 wrote: »

If you don't tell them, how would they know?.

You will find that out when you break the rule It's amazing what people think their employer will never find out!