I am haapy to see the various opinion on the above topic.
I go with Mahr and Mangesh points.
But one thing you all forgot that, you all pointing out the lady as a culprit. What about the man who is having the same affair?
If all r equal, then y ur judging the lady alone? Better talk to both persons and find out who is the culprit.
Management has no right to involve in anyone's personal life, unless otherwise it affects the working environment.
If no one from the same dept is not raising any complaint on them, then on what basis you will do all those things?
Really if it affects the working environment, the HR manager should call them both and should councel them. If it continues, he can ask anyone to leave the organization.
But never take this matter to her husband or children. No one has rights to do this.
From India, Madras
29I go with Mahr and Mangesh points.
But one thing you all forgot that, you all pointing out the lady as a culprit. What about the man who is having the same affair?
If all r equal, then y ur judging the lady alone? Better talk to both persons and find out who is the culprit.
Management has no right to involve in anyone's personal life, unless otherwise it affects the working environment.
If no one from the same dept is not raising any complaint on them, then on what basis you will do all those things?
Really if it affects the working environment, the HR manager should call them both and should councel them. If it continues, he can ask anyone to leave the organization.
But never take this matter to her husband or children. No one has rights to do this.
From India, Madras
Dear Sari,
This is a very sensitive issue and some time if on extream disturb the work culture of an organisation.
Getting out of such type of issue is also very sensitive and tough.In my openion dont be judgemental from yourside. Try to convince them to avoid their affair exposure in office.
One staff person performance is good what about the other guy performance???
Assess it and if he is not performing well then I think you got the way.........
Regards
Jitender
From India, Delhi
This is a very sensitive issue and some time if on extream disturb the work culture of an organisation.
Getting out of such type of issue is also very sensitive and tough.In my openion dont be judgemental from yourside. Try to convince them to avoid their affair exposure in office.
One staff person performance is good what about the other guy performance???
Assess it and if he is not performing well then I think you got the way.........
Regards
Jitender
From India, Delhi
Your post is an old one for the date today, however I feel that in such circumstances, it should be discussed one on one with the employee and categorically be mentioned to her that this should not come within her professional domain. In case the employee is sensible enough she will ensure that there is no loose talk in regards to her relationship- gossips always begin when the person concerned leaks information.
From India, Pune
From India, Pune
Dear Sari,
I feel that unless we have a clear evidence or clear picture, we cannot come to any conclusions. It is usual and common that when someone is more close to a particular person, gossips usally come around. Thats the society. I too agree with Mangesh's opinion to cetain extent. May be that she may not be even aware of such gossips. So it would be fine if you call her up personally and discuss about the issue and give her a chance of being heard rather than making it a common talk in the office.Getting into conclusions and taking rash and hasty decision would be an injustice and also it would ruin her life. I believe that we have to think about her family, kids and her life.
Regards
Radhika
From India, Kochi
I feel that unless we have a clear evidence or clear picture, we cannot come to any conclusions. It is usual and common that when someone is more close to a particular person, gossips usally come around. Thats the society. I too agree with Mangesh's opinion to cetain extent. May be that she may not be even aware of such gossips. So it would be fine if you call her up personally and discuss about the issue and give her a chance of being heard rather than making it a common talk in the office.Getting into conclusions and taking rash and hasty decision would be an injustice and also it would ruin her life. I believe that we have to think about 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 & don't want to jump to conclusions, you can have a general session on employee behavior in the organization for the entire department which can include the current issues in a way that it is a hint to 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 & don't want to jump to conclusions, you can have a general session on employee behavior in the organization for the entire department which can include the current issues in a way that it is a hint to 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 you should talk to the employee to understand her situation first and bring it to her notice that these kind of extra marital affairs get to others notice very quickly and affects the work environments. Should make it very clear that these affairs at office are unacceptable and could lead to an disciplinary action incase not discontinued at the office. It's their life what they do after after hours.
Rgds,
Madhu
I completely agree with you. Being an HR you should talk to the employee to understand her situation first and bring it to her notice that these kind of extra marital affairs get to others notice very quickly and affects the work environments. Should make it very clear that these affairs at office are unacceptable and could lead to an disciplinary action incase not discontinued at the office. It's their life what they do after after hours.
Rgds,
Madhu
Hi Sari,
As long as the performanc of the employee is good why should management about one's pesonal life. What ever may be her life style, is she behaving wih her other colleagues in a friendly manner is all the more important. It is time to counsel and eduate both of them that their personal ex marital relationships should not affect the performance of other employees.
Of late these kind of issues are becoming in the corporate world, it is better not to bother too much about it.
Regards,
B.V. RAGHUNATH
HR MANAGER
From India, Bangalore
As long as the performanc of the employee is good why should management about one's pesonal life. What ever may be her life style, is she behaving wih her other colleagues in a friendly manner is all the more important. It is time to counsel and eduate both of them that their personal ex marital relationships should not affect the performance of other employees.
Of late these kind of issues are becoming in the corporate world, it is better not to bother too much about it.
Regards,
B.V. RAGHUNATH
HR MANAGER
From India, Bangalore
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