https://www.citeman.com/332-moon-lighting-by-employees.

html
Moon lighting by employees
MOON LIGHTING BY EMPLOYEES : BLUE MOON TO FULL MOON
Wages and salaries are provided to the employees for their service or contribution to the job and
organizations. Organizations also pay dearness allowance to take care of the decline in purchasing
power of the employee due to rise in cost of living.
Similarly, a number of other allowances are provided to the employee. Further organizations also
provide various fringe benefits to enhance the living standards of the employees. Despite all these
allowances and benefits, employees feel that their wages are low, allowances are inadequate and fringe
benefits are insufficient. They feel that the employers enjoy the increased profit and that they are being
exploited by the employer. Consequently they agitate for hike in wages, allowances and benefits so as to
improve their living standards. But a few employees in most of the organizations realize that all their
demands cannot be met by their organization alone. Hence, they depend either on some other
organizations for part-time job, part-time business or take up a business or start an industrial unit in
order to earn more money and become much stronger financially. This type of activity i.e. taking up
another part-time job or business or industrial unit simultaneously with that of the original job is known
as Moon Lighting by Employees (double jobbing).
Blue Moon
Employees in future will demand the management for hike in wages and benefits. The management will
also respond positively to the employees demand. Some employees will be satisfied with the increased
in wages and benefits and adjust their expenses with the level of wages and benefits from time to time
willingly. Some employees will not be satisfied with the level of wages and benefits and will not go for
second job in future because of their in ability in getting a second job. Such type of employees will have
a conflict with the organizational wage level as this category of employees need a second job for
additional income and it will not be available to them. Thus, their efforts to earn additional income
through second job will not bear any fruit. Such type of efforts and the consequent result may be called
Blue Moon Lighting by employees.
Full Moon Lighting
Employees in some professions/ occupations find relatively free time whereas employees in some
organizations generally feel that their income from the job is almost negligible, compared to their
expectations. Some employees (deserve their) have friends or relatives earning huge money more than
their salary. Similarly, some employees view that their friends or relatives with lower educational
qualifications and abilities enjoy better social status due to their ownership of and earning from business
or industry. Employees who realize that their jobs are almost negligible from the point of view of social
status, venture to start a business unit / industrial unit. They spend most of their time and resources in
starting, developing, expanding and diversifying their business or industrial units. They keep on staying
on the job as it will be useful for them as a shock absorber in times of need. Their financial and social
position will almost be determined by the second occupation. The extent of second jobbing may be
known as Full Moon Lighting by employees.
Effect of Moon Lighting of HRM in Future
Moon lighting by employees affects almost all the functions of human resources management. The
effects of moon lighting would be mostly negative and it possesses challenges to the HR manager.
Presently very limited number of employees does moon lighting. But the number of employees who will
do moon lighting will go on increasing due to change in employee values and expectations.
Managements will have to take all possible care in selection process about the possibility of moon
lighting by the prospective candidates. Moon lighting will affect human resources development as
employees would not be interested in the human resources development as planned by the
organizations.
Employees will go on demanding for hike in wages and other benefits. The moon lighting will be
increased i.e. from dark to full moon and expended to dark moon lighting employees if the management
does not accept the demand of the employees.
The relations between the superior and subordinate will be affected adversely in case of moon lighting
by sub-ordinates. The disciplinary procedure in that case becomes worse. Managements will face a
challenge in motivating the moon lighting and non-moon lighting employees due to varying values,
aspirations and goals. It reduces the interest of employees in participative management, quality circles
etc. Thus, different degrees of moon lighting by employees will affect Human Resources Management in
future adversely. It will become a challenging task to the Human resources managers.

FacebookLinkedInTwittergoogle_plusEmailShare

Imp. Imp. Imp. Im-p.

http://thinkhrm.blogspot.com/2012/04/moonlighting.html

The Moonlighting
An Interesting term in HR Moonlighting:
The word Moonlighting gives various meaning some may perceive as moonlight at night or some could
feel a greater sense of romance with the word, what actually HR consider of Moon lightning is Totally
different and out of perception of anybody who have not yet gone through.
Moon lightning is an act of employee of doing more than one job, in the process of moonlighting
employee might separate his/ her interest from the main job. Even our Indian legislation also prohibited
more than one employment trough its regulation and laws as The Indian Factory Act 1948, Industrial
Dispute Act 1947 and others.
Now the question is,
“The earning of one job may not be able to satisfy socio Economic need of employee, so he looks for
another source of income?”
“Double Employment can harm the interest of employer in connection with his employment
because it is assumed that after working 8 hrs nobody can put same effort and may lead to physical
and psychological misbalance of employee that will harm employer in relation .”
The two points are enough to lead our thinking in the direction of thinking about moonlighting from point
of view, employer and employee.
The today’s social economic scenario bounds a man to earn more as to serve his need as suggested by
Abraham Maslow. The compulsion and social economic factor compels a man to work with more than
one in order to bring their earning on a satisfying level.
On the other hand government of indie has set up wage regulation machinery through Minimum Wage act
1948 but it seems to be dummy legislation not because of the compliance but for the method by which
they set minimum wages.
The updation in wages w.e.f. 1 April 2012 (Delhi)
Unskilled Semiskilled Skilled
270 298 328
That is around 8100, 8940 and 9840 respectively so far we look in the matter of unskilled the wages are
seems to be justified but for semiskilled and skilled. Government should understand “as the educational
level increases the level of needs and expectations also increases”, just think what a professional will
do if he is getting 9,840 for a month, and even he shall not be able to find a shelter in a metro City like
Delhi. When Government takes measure to design effective Minimum Wage structure it should take
purchasing power and the social status incurred with education of professional skill of individual in to
consideration or otherwise government is fail. If the wages designed as no sufficient to provide individual
 with effective purchasing power than what it the meaning of designing it as it take lot of time and heavy
expenditure.
The days has gone when employer were practicing Policing Theory of Labour Welfare now leaving
some unorganized or small industries (Turnover up to 500-700 Crore) every employer know the means of
Labour welfare and understand their needs, they tend to practicing Philanthropic or Trusteeship
Theory of Labour Welfare.
Government should take following steps to overcome these kinds of problems:
1. Redefining the Term minimum Wage
2. Should validate Moonlighting by enactment
3. While setting up minimum wage purchasing power and education status should be taken in to
consideration.
4. Housing Income (Rent and Lease to salaried person) should be strictly monitored.
5. Every employment and education should be grouped and waged should be defined accordingly.

New Techniques in Human Resource Management

By

Rameesha Kalra
Monika Bhatia
Lecturers
School of Management
Ansal Institute of Technology
Gurgaon

The field of Human Resource Management is developing very fast & every department of human activity is
realizing its importance in the smooth functioning of the organization. Innovative techniques are developed to
improve the work culture, so that the employees are motivated to give in their best to the organization. There
is tough competition everywhere & to survive with grace, one will have to accept the changes in this modern
world and adopt the latest human resources practices. Those who refuse to change will be left behind & will
have to accept defeat. So it is imperative to implement the latest human resource practices in the organization.

The latest techniques in the field of Human Resource Development are:

Employees for Lease: Sometimes the organizations depend upon consultancy agencies or individual
consultants for their expertise to tap and utilize their expert knowledge. The consultancy agencies offer expert
advice and the execution of the advice is left to the employees of the organization. The employees may in some
of the cases fail to covert the know-how into a project. Under such circumstances, new types of organizations
will emerge, which would be called as Employee Leasing Organization. These leasing organizations will be
principal employers and send the required number and kind of employees to various organizations on lease
basis. They collect the fee & other charges from various industries & pay the salaries, provide benefits to the
employees. The Leasing company will pay complete salary and benefits to the employees irrespective of the
number of days that the employee is sent to various organizations on lease.

This type of agreement is beneficial to the leasing company, specialist employees and the industry. The
industry with limited budget can utilize the expert advice & service of most competent human resources.

Moonlighting by Employees: This is a situation, which arises among employees on account of dissatisfaction
from present wage & salary structure. They feel that employer enjoys the increased profit and that they are
being exploited by the employer. Consequently they agitate for hike in wages or take up another part-time job
or business simultaneously with that of the original job. This is also known as Double Jobbing.

Moonlighting by employees affects almost all the functions of Human Resource Management. The effects of
Moonlighting would be mostly negative & it poses challenges to the personnel manager. Presently very limited
number of employees does moonlighting, but the number of employees will go on increasing due to change in
employee values & expectations. Management will have to take all possible care in selection process about the
possibility of moonlighting by the prospective candidates.

Dual Career Groups: There has been a tremendous increase in the number of female employees in all types of
organizations due to: -

* increased career orientation among women in recent years.

* creation of variety of jobs.
* higher level commitment
* better performance.
* Less demanding & agitative oriented.
* Economic Freedom.
* Better Social Status.
* Aspirations for quality of work life.

Due to dual career groups, both wife & husband will be loaded with grievances & problems as both of them
share their problems, both at work and off the job. In view of overloading of the problems to both the members
in dual career groups, they spend heir time and energy in solving the problems or in getting the grievances
redressed for both the parties. So, there will be possibility of less commitment to the work in the organization
by both the parties.

Due to this new trend in HR, in a nutshell, the HR manager should treat people as resources, reward them
equitably, and integrate their aspirations with corporate goals through suitable HR policies.

Flexi-time & Flexi-work: The number of hours in a day, number of days in a week and work schedule when
the worker has to perform is normally stated in the Job Description. The concept of Flexi-time has been
introduced in order to suit the convenience of the workers without affecting the organizational functioning.
Flexi-time is a program that allows flexible entry and leaving times for employees. Flexi-time increases
productivity, decline in absenteeism, and reduction in employee turnover & increase in morale.

Flexi-work: It is a program that allows flexibility in handling the type of work in various departments of the
organizations in systematic way by the employee during his tenure of employment in an organization. For
example, a candidate may be selected as a clerk in the Personnel Department and after two years he may be
allowed to take up work in any other department of the organization.

Training & Development: Organizations spend a lot of time and resources in training, developing and
educating their employees in tune with the job awareness and organizations' requirements. This is mostly due
to the absence of linkage between the industry and universities. Organizations in future will establish their own
educational institutes. These institutes will frame their course curriculum to suit the requirements of various
jobs in the organization as a whole. These institutes will go on changing the course curriculum depending upon
the changes in technology, work methods, production process, activities and so on. The intake of these
institutes depends on exclusive requirements of organization. After the completion of the course, the candidate
will be awarded a diploma and absorbed by the organization. This management arrangement will automatically
take care of the problem of unemployment and underemployment. This arrangement will also minimize the
duration of time to be spent by the candidate in his educational process.

Management Participation in Employees' Organizations: With the formation and recognition of

employees' organizations, the management cannot make unilateral decisions those affect employee relationship
directly or indirectly. Decisions relating to policies on employment, training, transfer, promotion, adoption of
latest technology etc. are no longer determined by unilateral action of management and must now be discussed
with the representatives of employees' organizations. Decisions on the policies and administration may still rest
with management, but they are frequently subject to question and criticism by union representatives under a
formal grievance procedure. This technique enables the two parties to exchange ideas, opinions, information
and knowledge to understand each other's viewpoint, with an open mind and thereby avoid all
misunderstandings. Thus, the management representatives may provide effective plans, suggestions, advice
organization and directions for sound management and functioning of federations and unions for the common
good of both the parties.

COLLECTIVE BARGAINING: is an institutional process for solving problems arising directly out of employer-
employee relationships. Through collective bargaining. the two parties become responsive to each other.
Employees ventilate their problems relating to wages, employee benefits etc. while the management puts forth
its demands regarding employee co-operation and commitment so as to maximize its profits. Thus, the two
parties discuss the problem and each party tries to solve the problems of the other. The scope of collective
bargaining is wider as the solutions for common problems can be found directly through negotiations between
both the parties.

COLLABORATIVE MANAGEMENT: It is the general practice that the owners and/or their representatives
manage the organization. But most of the organizations have started allowing their employees to participate in
management. It is viewed that different parties concerned with the organizational activities will manage the
organization through participation. Such type of management system is referred as 'Collaborative
Management'. Employee's participation in management was initiated to satisfy workers' psychological needs, to
develop a sense of belongingness and loyalty to the organization.

RECOMMENDATIONS : -

Change is the law of nature. It is necessary way of life in different circles. Though there may be some
discontentment during the early days of change, people learn to meet the changes and adopt themselves to the
changing situations. The management in future will try to:

* Give up authoritarian style of leadership and adopt participative style of leadership.

* Follow human relations approach and partnership approach towards employees.
* Encourage creative skills and abilities and reward those talents.
* Shift the emphasis from legal and rule bounded approach
* Participate in trade union activities; recognize human resource as a profit centre and as a basic instrument to
earn profits rather than as a cost centre.
* Understand the fact that human resource management will dominate all other functional areas of
management.

Further, the role of all Personnel Manager will also change. Those changes will be as follows:

* Personnel manager and individual manager will give emphasis on overall development of human resources.
* Human Resource Management function will be extended to cover career planning and development,
organization and development, organize climate, role analysis, national wage policy, social justice etc.

Today competition is very tough and if an organization has to survive in the race gracefully, it has to constantly
upgrade its skills and sharpen its capabilities. Many new techniques are implemented in the organizations to
motivate the employees and to help them perform to their optimum capacity. By using the above-mentioned
techniques and many other programs, the organization tries to make the workers and employees more
competent, committed & comfortable to do a given job.

CONCLUSION:-

Human resource management is a process of bringing people and organizations together so that the goals of
each other are met. The role of HR manager is shifting from that of a protector and screener to the role of a
planner and change agent. Over the years, highly skilled and knowledge based jobs are increasing while low
skilled jobs are decreasing.

HR Managers should concentrate on the following areas to ensure success: -

* Use workforce skills and abilities in order to exploit environmental opportunities and neutralize threats.
* Employ innovative reward plans that recognize employee contributions and grant enhancements.
* Indulge in continuous quality improvement through TQM and HR contributions like training, development,
counseling, etc.
* Utilize people with distinctive capabilities to create unsurpassed competence in an area.
* Decentralize operations and rely on self-managed teams to deliver goods in difficult times e.g. Motorola is
famous for short product development cycles. It has quickly commercialized ideas from its research labs.

Rameesha Kalra
Monika Bhatia
Lecturers
School of Management
Ansal Institute of Technology
Gurgaon
 https://www.careerride.com/view/what-is-moon-lighting-6423.aspx

What is moon lighting?

Moonlighting simply means working at many jobs or running one’s own business in addition to a
primary job. Beside a primary job, many people search out for another part time option for
meeting their financial needs. Many companies have adopted this policy as moonlighting can
have an adverse effect on employees' performance in their primary job. Employees are not able
to perform well in their primary job.

http://www.rubiconlaw.com/moonlighting-risks/

Moonlighting Risks: IP and Ownership Rights

Formation, Startup Lifecycle

You work nine to five and six to midnight. It is very common for rising entrepreneurs to work
their day jobs and grind away on their ideas at night. This strategy is called “moonlighting”, and
occurs when an entrepreneur is working on her idea as a side hustle while also working for her
employer. This double duty strategy has pros (like financial stability) and cons (like risking
job security and IP rights). If executed incorrectly, moonlighting can open up a can of worms for
the entrepreneur and her new venture.

Moonlighting can compromise the venture’s intellectual property and ownership rights,
particularly if the venture is related to or in direct competition with the prior employer. For
example, if a data scientist, while working at Amazon, moonlights and builds a company that
tracks and analyzes data for shipping companies, Amazon could possibly own the IP rights to
that company because it is heavily within the scope of work.

Of course, this all depends on the contractual agreements that the entrepreneur signed with her
prior employer, as well as how she executes the idea. Factors that typically determine whether
the prior employer has rights to the venture, include the contractual language in: (i) employee
agreements; (ii) noncompete provisions; (iii) Proprietary Information and Inventions
Assignments agreements; (iv) stock option agreements; and (v) non-solicitation provisions. To
name a few. Entrepreneurs should read all the employment agreements that she signed very
carefully and consult with a lawyer to determine whether, by pursuing the venture, she is
breaching any of these, or other applicable, agreements.
An entrepreneur puts herself at further risk when she uses employer owned laptop and resources,
works on the venture while “on the clock”, and/or creates IP that directly or indirectly competes
against the prior employer’s business. Founders should draw a permanent line of ‘work’ and
‘venture’ related activities and resources. An entrepreneur should ensure that upon leaving her
company she also leaves all company related information and materials (i.e. laptop, customer
lists, e-files, etc).

Do I need to quit my day job?

Not necessarily. If you’re moonlighting, there are a few options, depending on how amenable the
employer is to either: (i) waiving its rights to the invention; or (ii) taking a piece of the pie
through equity shares.

Signed waiver. If an entrepreneur can get her prior employer on board and has an authorized
representative sign a waiver that explicitly revokes any agreements or provisions that ban
moonlighting, this is the best case scenario. Most employers will not be amenable to signing a
waiver unless the venture does not compete with the employer’s business.

Bargain for investment or equity. If the employer is not agreeable to a signed waiver, the
entrepreneur can potentially persuade the employer through offering equity in the venture in
exchange for the signed waivers. If the entrepreneur can get her employer on board and excited
about the venture, this is a viable option. Perhaps it would even lead to investment down the
road.

Resign. Unfortunately, or fortunately as most entrepreneurs are looking for a way out of their
current employment situation, the best path to protecting a venture is becoming financially stable
enough to resign from the prior job and pursue the venture 100%. This will likely revoke the
employment restrictions; however, it is important to check the enforceability of a non-compete
agreement and pursue any waivers for the non-compete, if needed.

Starting a venture and considering the legal implications don’t always go hand in hand. You get
excited about the pursuit, start working quickly, and want to spread the good news with
everyone. We hope this article helps you consider the negative implications and how to protect
your venture from becoming your employer’s property.

Dual Employment Rules in India - Call us at +91-9811782573

https://www.youtube.com/watch?v=a02Lb_uFe5g
 Two Indians arrested in Singapore for moonlighting as barber ..
http://timesofindia.indiatimes.com/articleshow/30937208.cms?utm_source=contentofinterest&utm_mediu
m=text&utm_campaign=cppst
SINGAPORE: Two Indian nationals and a Bangladeshi have been ..

https://hrdailyadvisor.blr.com/2016/08/12/moonlighting-the-new-norm-time-for-employers-to-face-
the-future/