2.4 Outside Employment

Refer to HR 210 Outside Employment Policy in the CWI Policies and Procedures Manual.

CWI recognizes that employees may engage in outside employment of a professional and personal nature. CWI further encourages the sharing of professional knowledge with the community at large. However, employees owe their primary employment responsibility to CWI. Accordingly, the engagement in employment or independent contractor relationships outside of CWI by employees is subject to the following guidelines:

  1. Outside Employment: Employees owe their primary employment responsibility to CWI. Emloyees are expected to fulfill, to the best of their abilities, the responsibilities established in their respective job description. No employee may undertake outside employment that interferes with the employee’s assigned duties or creates a conflict of interest. For purposes of this policy, a conflict of interest includes but is not limited to any situation in which the employee may be viewed as providing services normally offered by CWI, which may otherwise be detrimental to CWI’s mission or operations or which may involve or allow for the disclosure of confidential information. When the primary professional loyalty of the employee is not focused on CWI, a conflict of commitment exists. Conflicts of commitment are prohibited and must be immediately resolved by the employee and his/her immediate supervisor. Employees are required to disclose to CWI any such outside employment, the employer and the work involved with that employer at the time such employment begins or upon hire by CWI, whichever comes first.
  2. Professional Consulting: Outside activities in an employee’s discipline or area of specialization are encouraged to the extent that they contribute to the improvement of teaching skills, provide a needed professional service and/or advance the cause of CWI/community relations.
  3. Private Consulting: Employees engaging in private consulting must inform clients that they are acting as a private consultant and that CWI is not a party to any applicable contract, nor is it liable, or responsible for the employee’s performance. Employees must secure approval from the appropriate Vice President for any professional private consulting activities which require absence or involve unusually demanding commitments.
    1. Administrative approval for consulting by employees will be granted only when the proposed activity is compatible with the employee’s professional competence, will not impair the performance of the employee’s assigned duties, does not involve the use of college supplies, equipment, or facilities, and is not contrary to CWI’s best interest.
    2. The name, College of Western Idaho, and its logo are the exclusive property of CWI and should not be used as a part of claims, advertisements or the content of any private consulting report. CWI stationary or letterhead should be used only for official CWI business.
  4. Consulting Performed for CWI: Whenever possible, CWI will look to the expertise of its own employees first. Consulting services that are performed as part of an employee’s regularly assigned duties are not a basis for additional compensation. Additional compensation for employees may be authorized for consulting services that are clearly beyond the employee’s assigned duties. Each instance of extra compensation is subject to the President's approval before the work is performed and payment can be made.
  5. Faculty shall not privately tutor their own CWI students for pay, nor solicit CWI students for tutoring through their employment at CWI. Faculty shall not tutor non-CWI students privately for pay on CWI property.