The expansion of telework has reshaped employment boundaries, creating new ethical and managerial challenges for organizations. Although moonlighting is traditionally viewed as occurring outside primary employment, little theoretical attention has been given to secondary work conducted within organizational boundaries and during official working hours. Addressing this gap, this study theorizes in-office telework-enabled moonlighting (ITEM) as a distinct form of employee misconduct. Drawing on counterproductive work behavior and workplace ethics literatures, the paper conceptualizes ITEM as a form of organizational fraud and develops a framework grounded in Cressey’s Fraud Triangle. Using a conceptual, theory-building approach, the study advances propositions explaining how pressures, telework-enabled opportunities, and employee rationalizations interact to enable ITEM. A conceptual model illustrates these mechanisms and their implications for employee engagement, organizational trust, and ethical climate, contributing to Human Resource Management research on the unintended ethical consequences of telework.