Swiggy`s Moonlighting Policy
| Case Code: HROB243
Case Length: 06 Pages
Pub Date: 2023
Teaching Note: Available
| Price: Rs.200
Themes: HR Policy, Talent Management, Job Satisfaction
Abstract Case Intro 1 Case Intro 2 Excerpts
The case discusses Indian food aggregator Swiggy’s new work policy called “Moonlighting” that allows employees to take up secondary jobs outside normal business hours or on weekends for pro-bono or economic considerations based on internal approvals. Swiggy is one of the first foodtech companies in India to introduce such a progressive policy which is available to all full-time employees of Bundl Technologies, its subsidiaries, affiliates, associates, and group companies. As per the company policy, this work has to be taken up outside of regular working hours without allowing it to conflict with Swiggy’s business interests. However, there are ethical and legal risks that employees encounter when they take on additional work. These employees are likely to face a conflict of interest. This is especially the case if their moonlighting activities are in direct conflict with their employer’s goal or if their performance is negatively impacted. For the employer, moonlighting can have a significant negative impact on productivity and threaten data security.
The case is structured to achieve the following teaching objectives:
- Understand the concept of moonlighting in human resources management.
- Understand the pros and cons of the moonlighting policy.
- Suggest policies HR managers might want to develop to guard against the negative impact of moonlighting.
Moonlighting;Talent Retention;Job Satisfaction; Double Employment; Employee Centric;Employee Productivity; HR Policy;
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