being an HR myself i never encourage Husband and Wife in the same organisation;
The case might be hubby might have a small discussion with one person and the he is asking the lady nt to tlk with the male colleagues........BUT since they were wrking for long time,the issues has arrived recently hence,it might b coz of the lady might hav stated interacting with one particular male employee ........too long hence...hubby is jealous.......!
Since u hav interacted with both the parties .......u might know the picture more clearly....!
Seperate them.........they wnt meet in the office and when they ll meet they ll hav less time to discuss non-relevent topics.
From India, Mumbai
1The case might be hubby might have a small discussion with one person and the he is asking the lady nt to tlk with the male colleagues........BUT since they were wrking for long time,the issues has arrived recently hence,it might b coz of the lady might hav stated interacting with one particular male employee ........too long hence...hubby is jealous.......!
Since u hav interacted with both the parties .......u might know the picture more clearly....!
Seperate them.........they wnt meet in the office and when they ll meet they ll hav less time to discuss non-relevent topics.
From India, Mumbai
Dear Roy,
You have totally missed the point.You are suggesting bypass surgery to wife for husband's headache. It is the HR of the organisation who has a problem and wants to solve it amicably. There is no need for you to interfere into the couple's matrimonial life and go to the extent of divorce. You will ruin somebody's life by your misplaced advice.Understand the problem before you suggest any action
Rajendra.
From India, Pune
You have totally missed the point.You are suggesting bypass surgery to wife for husband's headache. It is the HR of the organisation who has a problem and wants to solve it amicably. There is no need for you to interfere into the couple's matrimonial life and go to the extent of divorce. You will ruin somebody's life by your misplaced advice.Understand the problem before you suggest any action
Rajendra.
From India, Pune
As per your statement, the couple has a very good track record and the problem has proped up only recently. Inthat case you will have to track the root cause of the problem to find a remedy and mind you it is not as simple as it sounds. This would involve the cooperation of all those who are close to the couple. If you find that things are not under controll then call the concerned party and tell them in no uncertain terms that if the trend continues, one of them shall have to quit the organisation.
Rajendra.
From India, Pune
Rajendra.
From India, Pune
Dear Kamal Amrohi,
Finally you shall,
Rework on to the KRA's of the female employee.
Ask that particular female employee to take her husband for a counseling.
Advice that female employee to act upon the will of her husband.
Make the male employees good friend to talk to him in regards to the aspects.
Again you don't have much choices her to check with.. Just give in a try..... :)
All the best! ;)
From India, Bangalore
Finally you shall,
Rework on to the KRA's of the female employee.
Ask that particular female employee to take her husband for a counseling.
Advice that female employee to act upon the will of her husband.
Make the male employees good friend to talk to him in regards to the aspects.
Again you don't have much choices her to check with.. Just give in a try..... :)
All the best! ;)
From India, Bangalore
Personal problems need to stay at home and work needs to be work.The husband should not bring his jealousy and insecurity to work and act like a control freak. They just need differnt personal in charge of them and have them in seperate working areas.
They can handle their emotional problems at home, that is what trust and communication are about. It is not up to a company to change process or a womans job because of her husbands insecuritys. If you dont have a policy on relationships then you can make one, BUt if hired knowing they were married its the businesses fault. You can also send one of them to another location and thatll help.
From United States, Fort Smith
They can handle their emotional problems at home, that is what trust and communication are about. It is not up to a company to change process or a womans job because of her husbands insecuritys. If you dont have a policy on relationships then you can make one, BUt if hired knowing they were married its the businesses fault. You can also send one of them to another location and thatll help.
From United States, Fort Smith
the wife can reciprocate the same demand to his husband i.e not to talk to female employees.
hope this wil make him realise what he is asking for.
All this shows that husband lacks professionalism n wife also make sure that try to eliminate the behaviour what his husband doesnt like at his workplace.
From India, Indore
hope this wil make him realise what he is asking for.
All this shows that husband lacks professionalism n wife also make sure that try to eliminate the behaviour what his husband doesnt like at his workplace.
From India, Indore
Once again we find lots of responses in a very short time, when the subject involves problems pertaining to gender issues and where there is no perfect solution. The INSTANT POPULARITY of such threads indicate the members' interests in 'human' issues ?! Or, the fact that it is easy to advice or voice opinion on such topics ??
After going through the discussions; one point that has been missed, in my opinion is, whether only the symptoms are being treated, instead of identifying the root cause of the problem ?
I request member to ponder over the following questions, in an attempt to find a holistic appropriate solution :
Why there has been NO ATTEMPT by the management or HR to take action on such delinquent employees (male colleagues of the woman employee) ??
Does it not constitute "SEXUAL HARASSMENT" at workplace; considering the following points:
Is it not violative of Article 21 of the Constitution which guarantees right to life and live with dignity; and Section 509 IPC which makes it a crime to indulge in “word, gesture or act intended to insult the modesty of a woman.[35] ??
Why does not the concerned HR take a written complaint from the husband about the incident along with a list of persons who were witness to the act; and proceed accordingly ??
All good companies have a Sexual harassment Policy, as mandated by the Supreme Court of India; which define and details the procedure for dealing with such complaints. I am referring a few links below which contain the Sexual harassment Policies of certain organizations; which I hope would be useful in drafting a Policy for one's own company, if not in place already :
http://www.du.ac.in/du/SexHarass.pdf
http://www.tatapower.com/aboutus/pdf...ass-policy.pdf
http://www.bayergroupindia.com/pdf/S...ent_Policy.pdf
Policy against sexual harassment in IISc
http://swasti.org <link updated to site home>
I request members to give their opinion on the above.
Warm regards.
From India, Delhi
After going through the discussions; one point that has been missed, in my opinion is, whether only the symptoms are being treated, instead of identifying the root cause of the problem ?
I request member to ponder over the following questions, in an attempt to find a holistic appropriate solution :
- Why disciplinary action against either the husband or the wife ?
- Have they committed any misconduct, or are they the 'victims' ?
- Is an office canteen; with employees around (including the husband of the female employee); a "designated place" allowed by the management to crack dirty, perverse jokes about female employees; the colour of their innerwear; and giving parties in continuation of "outcomes" of "perverse acts" by certain employees ??
Why there has been NO ATTEMPT by the management or HR to take action on such delinquent employees (male colleagues of the woman employee) ??
Does it not constitute "SEXUAL HARASSMENT" at workplace; considering the following points:
Moreover, does it not constitute Hostile Work Environment Harassment, (where speech or conduct is “severe or pervasive” enough to create a hostile or abusive work environment. Examples of inappropriate conduct of a sexual nature include sexually oriented jokes, sexually explicit e-mail, screen savers, posters, cartoons, and graffiti, and unwanted verbal and physical contact. The standard used to determine whether a hostile work environment exists is whether a reasonable person, in the same or similar circumstances, would find the conduct offensive) ??
- The victim does not have to be the person directly harassed but can be anyone who finds the behavior offensive and is affected by it.
- The victim can be any gender. The harasser can be any gender.
- The harasser does not have to be of the opposite sex.
- The harasser may be completely unaware that his or her behavior is offensive or constitutes sexual harassment or may be completely unaware that his or her actions could be unlawful.
Is it not violative of Article 21 of the Constitution which guarantees right to life and live with dignity; and Section 509 IPC which makes it a crime to indulge in “word, gesture or act intended to insult the modesty of a woman.[35] ??
Why does not the concerned HR take a written complaint from the husband about the incident along with a list of persons who were witness to the act; and proceed accordingly ??
All good companies have a Sexual harassment Policy, as mandated by the Supreme Court of India; which define and details the procedure for dealing with such complaints. I am referring a few links below which contain the Sexual harassment Policies of certain organizations; which I hope would be useful in drafting a Policy for one's own company, if not in place already :
http://www.du.ac.in/du/SexHarass.pdf
http://www.tatapower.com/aboutus/pdf...ass-policy.pdf
http://www.bayergroupindia.com/pdf/S...ent_Policy.pdf
Policy against sexual harassment in IISc
http://swasti.org <link updated to site home>
I request members to give their opinion on the above.
Warm regards.
From India, Delhi
If any one of them don't leave the organization, no doubt they would be heading towards separation. That position would be awkward and non-reversible. So, for the present, better one of them should leave that organization and get posting in some other organization. But, still the position won't change, as in service wife will have to interact with male employees in that organization also.
If husband has any allergy for her wife's interaction with male employees, he should not have married with an employed female. The other alternative therefore is that the wife should avoid employment for now. When in one person's salary they won't be able to pull on, husband per force would require her wife to go to work.
From India, Delhi
If husband has any allergy for her wife's interaction with male employees, he should not have married with an employed female. The other alternative therefore is that the wife should avoid employment for now. When in one person's salary they won't be able to pull on, husband per force would require her wife to go to work.
From India, Delhi
By the way, what is the hitch in posting the husband in your foreign office, if the company doesn't want to accept the resignation of the husband ? That way, a temporary solution would be very much there for the company as well as the couple. Otherwise a solution provided in my previous post above can be implemented. But, if your company doesn't want to leave any of those employees, that way your company would be acting as selfish and would be making more room for their legal separation rather than a patch up solution.
From India, Delhi
From India, Delhi
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