I am happy to see the various opinions on the above topic. I agree with Mahr and Mangesh's points. But one thing you all forgot is that you are all pointing out the lady as a culprit. What about the man who is having the same affair? If all are equal, then why are you judging the lady alone? It would be better to talk to both persons and find out who is the culprit. Management has no right to involve in anyone's personal life unless it affects the working environment. If no one from the same department is raising any complaints against them, then on what basis will you do all those things?
If it really affects the working environment, the HR manager should call them both and counsel them. If the behavior continues, he can ask anyone to leave the organization. But never take this matter to her husband or children. No one has the right to do this.
From India, Madras
31If it really affects the working environment, the HR manager should call them both and counsel them. If the behavior continues, he can ask anyone to leave the organization. But never take this matter to her husband or children. No one has the right to do this.
From India, Madras
This issue has been dragged a bit too long. We have had comments and opinions of different hues and shades; it's time to wrap it up. As HR professionals, our objective should be how to handle a situation like that. So, sum it up and conclude what we have learned.
From Pakistan, Lahore
From Pakistan, Lahore
I agree with gemniigem.. we should not stretch this topic any long.. and I appreciate what vigsysjesu wrote..
From India, Delhi
From India, Delhi
Dear Sari,
This is a very sensitive issue, and sometimes, if left unchecked, it can disrupt the work culture of an organization. Resolving such issues is also very delicate and challenging. In my opinion, don't be judgmental from your side. Try to convince them to avoid exposing their affair in the office.
If one staff member's performance is good, what about the other person's performance? Assess it, and if he is not performing well, then I think you have a way forward.
Regards,
Jitender
From India, Delhi
This is a very sensitive issue, and sometimes, if left unchecked, it can disrupt the work culture of an organization. Resolving such issues is also very delicate and challenging. In my opinion, don't be judgmental from your side. Try to convince them to avoid exposing their affair in the office.
If one staff member's performance is good, what about the other person's performance? Assess it, and if he is not performing well, then I think you have a way forward.
Regards,
Jitender
From India, Delhi
Your post is outdated for today's date. However, I believe that in such circumstances, it should be discussed one-on-one with the employee. It should be clearly communicated to her that personal matters should not interfere with her professional responsibilities. If the employee is sensible, she will ensure that no confidential information is leaked, as gossip often arises when individuals divulge sensitive details.
From India, Pune
From India, Pune
Dear Sari,
I feel that unless we have clear evidence or a clear picture, we cannot come to any conclusions. It is usual and common that when someone is closer to a particular person, gossip usually circulates. That's society. I also agree with Mangesh's opinion to a certain extent. Maybe she is not even aware of such gossip. It would be fine if you call her personally and discuss the issue, giving her a chance to be heard rather than making it a topic of common discussion in the office. Jumping to conclusions and making rash decisions would be unjust and could potentially ruin her life. We need to consider her family, kids, and her life.
Regards,
Radhika
From India, Kochi
I feel that unless we have clear evidence or a clear picture, we cannot come to any conclusions. It is usual and common that when someone is closer to a particular person, gossip usually circulates. That's society. I also agree with Mangesh's opinion to a certain extent. Maybe she is not even aware of such gossip. It would be fine if you call her personally and discuss the issue, giving her a chance to be heard rather than making it a topic of common discussion in the office. Jumping to conclusions and making rash decisions would be unjust and could potentially ruin her life. We need to consider her family, kids, and her life.
Regards,
Radhika
From India, Kochi
Dear Sari,
The employee strength of the department is not mentioned here. However, if you are not sure of the situation and don't want to jump to conclusions, you can have a general session on employee behavior in the organization for the entire department. This session can include the current issues in a way that hints at the situation with the said couple. That should be enough for both of them if they are intelligent enough.
Warm Regards,
Anagha
From India, Mumbai
The employee strength of the department is not mentioned here. However, if you are not sure of the situation and don't want to jump to conclusions, you can have a general session on employee behavior in the organization for the entire department. This session can include the current issues in a way that hints at the situation with the said couple. That should be enough for both of them if they are intelligent enough.
Warm Regards,
Anagha
From India, Mumbai
Mangesh,
I completely agree with you. Being an HR professional, you should talk to the employee to understand her situation first and bring it to her notice that these kinds of extramarital affairs get noticed very quickly by others and affect the work environment. You should make it very clear that such affairs in the office are unacceptable and could lead to disciplinary action if not discontinued. It's their life, and what they do after hours is their own business.
Regards,
Madhu
I completely agree with you. Being an HR professional, you should talk to the employee to understand her situation first and bring it to her notice that these kinds of extramarital affairs get noticed very quickly by others and affect the work environment. You should make it very clear that such affairs in the office are unacceptable and could lead to disciplinary action if not discontinued. It's their life, and what they do after hours is their own business.
Regards,
Madhu
I am really surprised to see such a long thread on a useless issue in which nobody could have a say. Many youngsters are asking HR technical doubts, but no suggestions are given to them. This shows how many people have an interest in extramarital affairs. Shame on us!
From India, Madras
From India, Madras
Hi Sari,
As long as the performance of the employee is good, why should management be concerned about one's personal life? Whatever her lifestyle may be, is she behaving with her other colleagues in a friendly manner? That is all the more important. It is time to counsel and educate both of them that their personal, extramarital relationships should not affect the performance of other employees.
Lately, these kinds of issues are becoming prevalent in the corporate world. It is better not to be overly concerned about it.
Regards,
B.V. RAGHUNATH
HR MANAGER
From India, Bangalore
As long as the performance of the employee is good, why should management be concerned about one's personal life? Whatever her lifestyle may be, is she behaving with her other colleagues in a friendly manner? That is all the more important. It is time to counsel and educate both of them that their personal, extramarital relationships should not affect the performance of other employees.
Lately, these kinds of issues are becoming prevalent in the corporate world. It is better not to be overly concerned about it.
Regards,
B.V. RAGHUNATH
HR MANAGER
From India, Bangalore
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