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who are rehired under this provision will be subject to unannounced drug and/or alcohol tests
within two (2) years after the effective date of employment including any additional restrictions
as necessary for safety sensitive positions.

Y. Outside Employment

Working for the City has precedence over all outside employment. No time during City
working hours shall be used to promote or carry on outside employment.

No employee shall engage in outside employment which impairs the efficiency of City
services or results in any conflict of interest.

No employee shall engage in the preparation of any work as a professional, contractor, or
subcontractor for any outside employer, whose work will be submitted to any City or
City/County agency for review, approval or inspection.

No employee shall use any equipment, supplies, or office space owned by the city, except
public safety uniforms, vehicles and weapons when used in approved outside employment
activities as specified by the City Council and/or City Manager.

Any hours accumulated by a City employee through outside employment shall be
excluded by the City in the calculations of hours for which the employee is entitled to overtime
compensation in accordance with the Fair Labor Standards Act.

An employee must submit information regarding outside employment for approval by the
employee's department head who must determine if the requested employment violates any of
the terms of this policy. This approval or disapproval shall be placed in the employee's
personnel file. Employees may appeal the department head's decision to the City Manager or his
designee.

Any violation of this policy on outside employment shall be grounds for disciplinary
action or dismissal as described in the Conduct section of this handbook.

Z. Secondary Employment

The work of the employee in their full-time position with the City shall have precedence
over all secondary employment with the City. No employee shall engage in secondary
employment with the City which impairs the efficiency of City services or results in any conflict
of interest.

The secondary employment must be part-time and in a different capacity from that for
which an employee is regularly employed by the City, and must be performed at the employee's
option and on an occasional or sporadic basis.

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City of Winston-Salem Employee Handbook (January 2015 Revision)