Sari, do not interfere with others' personal lives. You actually have no right to do so, not even to discuss it in society or with your friends on sites like this. Do not open up such personal matters to anyone except when it is your personal matter. Your role is to manage the employees and obtain performances from them; your concern should be on their work. Don't use derogatory language like "polluting the environment," because what they are doing is not pollution, nor is an extramarital affair a bad thing. Sex is a human right given by nature. Even though it may not be a happy situation for a wife or husband to be unfaithful to each other, these types of affairs are just outcomes of a narrow-minded society.
Sari, you need to have an open mind to understand your limits and actions. Focus on your work, as that is your boundary, and act accordingly to help your organization flourish and profit. Stop interfering with others' personal lives, as this is considered polluting, something that you or your team members are doing, not them. Encourage your team members to behave like mature adults, not like school kids.
From India, Belgaum
Sari, you need to have an open mind to understand your limits and actions. Focus on your work, as that is your boundary, and act accordingly to help your organization flourish and profit. Stop interfering with others' personal lives, as this is considered polluting, something that you or your team members are doing, not them. Encourage your team members to behave like mature adults, not like school kids.
From India, Belgaum
Dear Sari,
Do not inform her husband and family members about her affairs. If you do so, in case anything goes wrong, you will be in a pinpoint. Counsel her personally and explain the consequences she is going to face if she continues the same.
At the same time, watch her boyfriend carefully and try to find out his mistake to take action.
Good luck.
From India
Do not inform her husband and family members about her affairs. If you do so, in case anything goes wrong, you will be in a pinpoint. Counsel her personally and explain the consequences she is going to face if she continues the same.
At the same time, watch her boyfriend carefully and try to find out his mistake to take action.
Good luck.
From India
Friends, let's not be detrimentally judgmental. I am not prepared to believe that the two colleagues under scrutiny or censure are so naive as to openly indulge in amorous advances, gossip at the expense of office timings, be seen sighing for each other, have prolonged telephone conversations, or be found together in a remote corner in a compromising position, etc. As long as it does not affect their performance or threaten morality or create a hazard in the work environment, let them be. What just cause can the management show? You may, of course, caution for better discipline and a congenial, productive workplace, but what do you charge them with - sexual harassment, abuse, immorality, lewd behavior, indecent office exposure, or... Take it easy folks. Only if some of their sane fellow workers had a talk to be discreet and not overtly display affection (I gather they show no signs of that in the office), they ought to have taken heed. Why wash someone's dirty linen in public? Let me add, though, that it provides good food for thought and an exercise in academics, as such occurrences are not uncommon.
From Pakistan, Lahore
From Pakistan, Lahore
dear sari, i think you should talk to her before taking any rash action against her if you suggection neglect to so quck the last action your Thanks.... deepak executive Hr
From India, Mumbai
1From India, Mumbai
Hi,
I don't agree with what the one and only Ravi is saying. To inform his/her family, we are professionals. If you have a problem, even before you talk to the person concerned, please ensure you have enough evidence. If you have enough evidence on the issue, talk to the person directly and demand an explanation. If you are not convinced, inform him/her that if this behavior continues, you would recommend disciplinary action (Termination) or suggest that he/she put in her resignation as soon as she finds another job.
Extra-marital affairs cannot be proved in court unless you catch them red-handed and take them for a medical check. If for some reason the husband supports his wife and goes to court to sue the company for defamation...
Take a professional approach and don't be emotional.
From Bahrain, Manama
I don't agree with what the one and only Ravi is saying. To inform his/her family, we are professionals. If you have a problem, even before you talk to the person concerned, please ensure you have enough evidence. If you have enough evidence on the issue, talk to the person directly and demand an explanation. If you are not convinced, inform him/her that if this behavior continues, you would recommend disciplinary action (Termination) or suggest that he/she put in her resignation as soon as she finds another job.
Extra-marital affairs cannot be proved in court unless you catch them red-handed and take them for a medical check. If for some reason the husband supports his wife and goes to court to sue the company for defamation...
Take a professional approach and don't be emotional.
From Bahrain, Manama
Dear Sari,
I think you need to speak to her in a separate cabin and discuss the situation. After conveying your message to her, kindly observe the same for the next 10 days. If you still find the problem has not been sorted out, speak to the Senior Managers and try to close the case after issuing a letter.
Thanks,
Kapil Kotwal
Manager-HR
From India, Gurgaon
I think you need to speak to her in a separate cabin and discuss the situation. After conveying your message to her, kindly observe the same for the next 10 days. If you still find the problem has not been sorted out, speak to the Senior Managers and try to close the case after issuing a letter.
Thanks,
Kapil Kotwal
Manager-HR
From India, Gurgaon
First thing is to check your company policy. Certain companies have policies that do not encourage personal affairs within the same team or department, but this is in relation to providing a favorable work environment to all team members. So there are two things here:
1) If the personal affair is spilling onto public displays of affection, the company's policy should be a good guide to handle this situation easily.
2) If it is just a personal affair and is not disturbing the work situation in any way, and is not hampering the performance of the employees, then in most cases, an organization cannot interfere. Unless, as I said before, the company policy discourages personal affairs within the team.
Subjective opinions of fellow team members cannot be a reason to reprimand the employees. This is another example where the importance of understanding the company's culture, values, and policies comes to the fore. Discretion should be exercised keeping in mind the company's culture, values, and policies and not based on individuals' culture and values – these can be very different from person to person.
From India, Madras
1) If the personal affair is spilling onto public displays of affection, the company's policy should be a good guide to handle this situation easily.
2) If it is just a personal affair and is not disturbing the work situation in any way, and is not hampering the performance of the employees, then in most cases, an organization cannot interfere. Unless, as I said before, the company policy discourages personal affairs within the team.
Subjective opinions of fellow team members cannot be a reason to reprimand the employees. This is another example where the importance of understanding the company's culture, values, and policies comes to the fore. Discretion should be exercised keeping in mind the company's culture, values, and policies and not based on individuals' culture and values – these can be very different from person to person.
From India, Madras
How do you define extramarital affair? Once you have done that, on what evidence and proof do you have to arrive at this judgment.
Secondly, if the two employees involved in the so-called affair are not in any way disrupting their work routines, performance, and decorum in the office, I think it's not good to interfere in the personal lives of other people.
We all know that an extramarital affair is morally wrong. The wrong is by both parties to it, whether married or not. So, the unmarried male employee is also at fault.
As far as this case goes, the organization has no moral authority to interfere in the personal lives of the two individuals as long as they are good performers and not shirking their work.
The best for each and every employee is to mind his or her own business and concentrate on their work. Many a time it is the idle mind that works in different directions that are unproductive and totally out of focus.
This case gives no legal or moral authority to HR or any of the staff members to interfere in the life of either the lady or the man in question unless they are engaging in sexual activity inside the office premises.
From India
Secondly, if the two employees involved in the so-called affair are not in any way disrupting their work routines, performance, and decorum in the office, I think it's not good to interfere in the personal lives of other people.
We all know that an extramarital affair is morally wrong. The wrong is by both parties to it, whether married or not. So, the unmarried male employee is also at fault.
As far as this case goes, the organization has no moral authority to interfere in the personal lives of the two individuals as long as they are good performers and not shirking their work.
The best for each and every employee is to mind his or her own business and concentrate on their work. Many a time it is the idle mind that works in different directions that are unproductive and totally out of focus.
This case gives no legal or moral authority to HR or any of the staff members to interfere in the life of either the lady or the man in question unless they are engaging in sexual activity inside the office premises.
From India
Hi,
I think a person goes to the office for work. If a colleague is engaged in an extramarital affair, then it's his/her problem; you should not divert your attention to that. What I feel is, you can control your actions and not others. If employees start giving importance to such matters, obviously work is neglected, and negativity arises.
For me, it is very simple: just do your work, be happy, and don't get involved in unnecessary gossip about others.
Warm Regards,
Vikas Goel
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From India, Mumbai
I think a person goes to the office for work. If a colleague is engaged in an extramarital affair, then it's his/her problem; you should not divert your attention to that. What I feel is, you can control your actions and not others. If employees start giving importance to such matters, obviously work is neglected, and negativity arises.
For me, it is very simple: just do your work, be happy, and don't get involved in unnecessary gossip about others.
Warm Regards,
Vikas Goel
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Send JOIN INCOMETAXONLINE to 9870807070
From India, Mumbai
Hi all,
As far as their behavior does not affect their work, it's their personal life. They have the freedom to do whatever. And in case you actually decide to take any action, then it should be taken against both of them; they are equally responsible. Why should only one of them pay for it?
From India, Mumbai
As far as their behavior does not affect their work, it's their personal life. They have the freedom to do whatever. And in case you actually decide to take any action, then it should be taken against both of them; they are equally responsible. Why should only one of them pay for it?
From India, Mumbai
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