Manager catches employee working 2 full-time remote jobs at the same time: 'Apparently he took 2 weeks PTO when starting out, and then went right back to work the other job'

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JR Atkinson • Writer and Editor
Mar 19, 2026 4:00 PM EDT

Can you work two full-time jobs at the same time?

If the companies don't know about it… then no. Your job probably wants your full attention, and you should give it to them. They're paying you a full salary, so they get to monopolize your working hours. If you can stack two part-time jobs together, then that's a different thing, but two jobs at the same time just won't fly. Especially if your manager finds out about it. But the allure of being paid two salaries at once is pretty hard to ignore. If you can pull it off, then you might be tempted to do it. But the thing is, you probably can't pull it off. You're going to get found out, and it will be a pickle for everyone. 

That didn't stop the employee in this story, who tried to pass something off that wasn't going to work. When his manager found out, he wasn't sure how to respond. It's the job of a manager to make sure all of their employee's work is up to snuff. Maybe they're checking in to see if their productivity has dipped, or maybe they're wondering if they can do anything to support them. It reflects on the manager when someone is slipping, so it's understandably on the top of their minds to check in when things look off. But sometimes it requires you to do some awkward explaining. Nobody wants to have to do it, but they're doing it nonetheless. 

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  • A businessman looks upset at his keyboard
    via Unsplash+ (Curated Lifestyle)

    Image is representative only and does not depict the actual subjects of the story.

  • Being a manager requires having some difficult conversations. The one in this story found himself on the brink of one when he suspected his employee of doing some double-timing. In another life, they didn't want to snitch and ruin everything. In a very present other reality, though, they wanted to do right by their company and get the appropriate amount of work out of them. Keep scrolling to get the full picture of the story and see what you think about it. Keep scrolling after that to see what commenters had to say about the whole affair.

  • Caught my employee working 2 remote jobs.

    I hired an employee about 6 weeks ago. I used to work with him a couple years back, and I solicited him by offering him a position with the company I'm with now. He negotiated for me to beat his salary and offer him a sign up bonus for him to leave and take the role. The first 2
    via u/Training-Fondant-804
  • weeks were great. The last 2-3 weeks I've noticed a huge lack in productivity, and I've been curious. I started to dig into it the past couple days and found out he is still working at the job he was supposed to leave. These are both M-F 40 hour a week roles. Apparently he took 2 weeks PTO when starting out, and then
    via u/Training-Fondant-804
  • went right back to work the other job. What's the best way to let him go? Do I call him out on it or no? I'm not a very good manager when it comes to stuff like this, I've never had to fire someone before.
    via u/Training-Fondant-804

  • Commenters gave their strategies on how to deal with this.

    Severe_Islexdia "Hey, I just want you to know that your performance has taken a noticeable down turn.. I have some suspicions that I'd prefer not to look into and quite - frankly I don't think you would want me to either. Let's not have this conversation again, keep your performance where it needs to be."
    via Severe_Islexdia
  • Fillmoekhan Just let him know that youre seeing a productivity drop, and youre wondering if hes distracted. His productivity will go back up to 100% and everything is fine.
    via Fillmoekhan
  • Repeat as necessary. I manage a division of 70 people. All of my top performers have 2 or 3 jobs. I dont care as long as they deliver. If they dont they get cut.
    via Fillmoekhan
  • A woman looks stressed while writing and using a laptop
    via Unsplash+ (Kateryna Hliznitsova)

    Image is representative only and does not depict the actual subjects of the story.

  • unsuitablebadger Call them, just say "I know and I don't care.....", they will deny as per standard OE practice, then you say your performance isn't good enough to warrant me keeping you here so shape up or ship out. Dont put anything in writing.
    via unsuitablebadger
  • AnalysisSharp9065 Ask him if there's any remote manager/scrum master/whatever you do, job available at his other job.
    via AnalysisSharp9065
  • jammythesandwich You shouldn't care how many jobs they have. You should care about a drop in productivity. Talk to him about his productivity off the record, just that. If he relapses at a later date have an on the record conversation.
    via jammythesandwich
  • As for discussing OE with him. It shouldn't factor into the conversation at all
    via jammythesandwich
  • aussie_nobody Im assuming you know his email at both jobs? Invite him to a meeting to discuss his commitment to the role, Invite both emails. That should get the juices. pumping.
    via aussie_nobody
  • IAmSchmutz The only issue I see is that the productivity dropped.
    via IAmSchmutz
  • mgdwreck I'm just curious about what productivity metrics someone could even be graded on 3 weeks into the job lol.
    via mgdwreck
  • j4ckbauer Your next move will depend on what information you have. How did you 'dig into it', what actions did you take and what facts did you observe to allow you to conclude that the employee has not left their old job?
    via j4ckbauer
  • Feeling-Visit1472 I don't think it matters that he has two jobs. What matters is the drop in productivity. Address that.
    via Feeling-Visit1472
  • rolex_rick_flare If he pulls his performance up I would say let it go. I'm a manager and I don't care if my employees OE as long as they are delivering. I understand the price of everything has doubled and tripled over the past 5 years and people are trying to make ends meet or get ahead for once in their life.
    via rolex_rick_flare
  • patrickjc43 Just do whatever you would normally do when you have someone underperforming - go through whatever steps. you need to to get rid of him. I wouldn't even mention the other job, just make it about performance in the position at your company.
    via patrickjc43
  • sittinfatdownsouth Is it one of those things were new hires bust their a to show their worth, now he's not giving 150%? You're paying for 100%, not 150%. Ask yourself, is he doing what he was hired to do in the job description if so, he's meeting standards.
    via sittinfatdownsouth
  • BlackCatAristocrat The reason he is not performing doesn't matter. Focus on improving the performance.
    via BlackCatAristocrat
  • Ar... You can't fire him for having another 40 hour a week full- time job unless your company has specifically documented rules against it and employees acknowledge And sign for it somehow during the onboarding process. Or, if
    via Armandeluz
  • you have a do not compete clause and his other job is in the same industry competing with your company in any way. But, since he's within the 90 day probationary period, in most states you can let him go for performance, attendance, ect but keep a strong paper trail.
    via Armandeluz
  • If you want to follow the HR route to the T you'll have to do a verbal then a written then a final termination. You need a paper trail of documented performance metrics. The biggest thing to remember is if he challenges that later legally (he won't) you need to also have the same standards and paper trail for other employees.
    via Armandeluz
  • Overemployed is for people who can get both jobs done in the same amount of time. This sub promotes that. What it does not promote is not working at all and slacking ruining one job or both. I'd love to see the follow up to this and whatever path you took to resolve it though.
    via Armandeluz

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