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Can I take on 2 separate jobs in the same company? Ask HR

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Can I take on 2 separate jobs in the same company? Ask HR

Johnny C. Taylor Jr.
 |  Special to USA TODAY

Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world’s largest HR professional society and author of “Reset: A Leader’s Guide to Work in an Age of Upheaval.”

Have a question? Submit it here.

Question: I was approached for two positions in the company, working part-time in each department under separate budgets. Can a full-time employee work in two different capacities for an employer? Is this a common practice? – Terrion

Answer: It’s not the most common scenario, but yes: A full-time employee can take on separate roles within the same company. If you’ve received a job offer like this, it’s a sign that your employer acknowledges your skills, value, and potential. The employer may see you as a great fit for multiple positions and want to make the most of your talents. While this isn’t your everyday offer, it’s certainly a viable option to consider.

Before you accept, there are a few key points to clarify with the hiring managers:

  1. Work hours and responsibilities. Understand the expectations in balancing the two roles. Will there be clear guidance for focusing on supporting one job at a time?
  2. Benefits eligibility. Generally, part-time employees don’t qualify for benefits, except those required by law. However, your eligibility might change if you’re handling two part-time roles within the same organization. Ensure you understand which benefits you’re entitled to, and which ones matter most to you.
  3. Time off. Understand how time off will be handled. Will you need approval from both departments or just one? Clarify the process to avoid confusion later.
  4. Overtime and classification. According to the Fair Labor Standards Act, employees can hold multiple jobs for the same employer but must maintain a single classification – exempt or nonexempt. If you’re non-exempt, generally, you’re entitled to overtime for hours worked beyond 40 in a week. Discuss how overtime will be tracked and approved across both roles.

Recognize that your potential employer may not have all the answers right away. Some things will require time to sort out, especially when it comes to processes such as time off requests. In some cases, it may take a bit of trial and error to find the right balance. But if the opportunity feels like a good fit for you and aligns with your career goals, I’d encourage you to be open-minded and explore how to make it work. Communication will be essential as you move forward, and a clear understanding of the ground rules will set you up for success.

I’m moving out of state later this year. I’m open to continuing my position in a remote capacity, but my employer’s stance on remote work can be uncertain, as they sometimes embrace it and discourage it at other times. How can I approach my employer in inquiring about becoming a remote employee? – Ennisa

A lot of employers became open to remote work during the pandemic, but many of those are increasingly bringing employees back to the office, so it’s important to thoughtfully approach this conversation with your employer. Check to see if your company has a remote work policy in place. Some employers allow remote work only within specific locations, typically because of the complexities around employment laws and tax compliance, which often hinge on where you work, not where the company is based.

If your employer doesn’t have a policy, consider the following steps to build a solid case:

  1. Do your homework. Gather examples of other employees (if applicable) currently working remotely and how their arrangements are structured. Review your job description and consider what tasks are easy to perform remotely and which may cause difficulties. Brainstorm how to handle these tasks remotely.
  2. Create a proposal. Explain why you would be successful in your role as a remote employee. Outline how you plan to stay productive through clear communication with your manager and co-workers.
  3. Include research. Leverage current data to support your case. For example, 48% of surveyed workers said they intend to seek a remote position for their next job. This statistic underscores the growing demand for remote work options and could serve as a helpful data point in your discussion.
  4. Communicate the benefits. Explain how remote work will be good for you and your employer. Benefits for your employer would include saving office space, improved employee attraction/retention, and increased productivity and environmental impact. Benefits for you could consist of eliminating commute time, enhanced work/life integration, and increased focus.

Once you’ve done your homework, schedule a meeting with your manager or human resources department. Present your proposal thoughtfully and professionally, and share your enthusiasm for wanting to stay in your role and with your company. Ensure you explain your confidence in handling the transition to remote work as seamlessly as possible. By following these steps, you’ll be positioned to engage your employer in a constructive conversation about the potential for remote work.

Remember, though, that many employers are balancing their desire to give their employees flexibility with their focus on retaining the benefits of in-person collaboration among their teams. So, it’s important that you have as firm an understanding of your employer’s position as possible before you ask. Best of luck!

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