Still, now India gets respect for its cultural values only. Please don't entertain such persons. Just sack them. Please don't show any mercy on them because maintaining our culture is one unexplored part of CSR.
From India, New Delhi
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From India, New Delhi
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In reality, we play many roles in a day in our lives. It will be extremely difficult if we mix business with pleasure. A line must be drawn, or else it will affect not only business in dollars and cents but also create chaos at the office, not to mention an already upside-down family life. Such attitude must not be tolerated at work, and I believe no staff is indispensable. An extramarital affair is a sin of inadequate self-respect, an inability to handle personal crises, and an easy way out of facing and confronting personal problems. If at home, it is already a disaster and one is incapable of controlling the wreaks, it will seep into work. Thus, from an HR practitioner's point of view, actions as per the company's guidelines must be adhered to. Absenteeism (MC) resulting from this can lead to verbal/written warnings. The company's decisions should be made based on a business perspective, and any transfers should not be influenced by an employee's unprofessional attitude. We are bound by culture, yes; as a husband/wife, our responsibilities expand to include the duties of a son/daughter, a father/mother, uncle/auntie, friends, and workers. When we get lost in the many roles we play, we lose our balance.
From Malaysia, Kuala Lumpur
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13From Malaysia, Kuala Lumpur
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Tend to agree with Mr Kumar’s views. However in such situations, do show them the door. It is the Organisation which is paramount and not individuals.
From India, Madras
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From India, Madras
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There is no standard reply to such issues because the facts and circumstances of each case differ from one another. Moreover, HR has nothing to do with the privacy of other people, whether it's extramarital or illicit relationships, unless it brings disrepute to the organization, harms the business, or affects the work culture, becoming detrimental to other colleagues in the company.
We have to ensure that every individual has privacy and a private life. As HR professionals, we have no authority to influence or direct the freedom of others. It is between the parties concerned to maintain a balance and avoid creating disruptions in the workplace.
Regards,
Sawant
From Saudi Arabia
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We have to ensure that every individual has privacy and a private life. As HR professionals, we have no authority to influence or direct the freedom of others. It is between the parties concerned to maintain a balance and avoid creating disruptions in the workplace.
Regards,
Sawant
From Saudi Arabia
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Dear All,
I have randomly been reading the views, almost everyone has the same view that HERO shouldn't be transferred to Mumbai. One vote from my side for the same answer.
I was surprised to read some of the views, like when this has to be discussed, a shameful act for our culture. My questions are: do we really have to put a blindfold on issues like extramarital affairs? I think it's wrong. When we talk about team building and interpersonal skills, it's only that the performance of the employee should go up, and it's a win-win situation for both the company and the employee. Under these circumstances, both persons are affected, resulting in low performance, and sometimes it leads to unpleasant events like suicide, murder, or like HERO's wife walking into the office and creating a huge scene. Tell me, are these things not affecting everybody in the office?
Instead of putting a ban on talking about these kinds of situations, let's work on how we can deal with them. In every induction training, employees should be given a session on how to balance personal and professional life, or maybe there should be a certain day celebrated where the family members of the employees should be invited to the office. I have come up with these two suggestions, and I am sure we have many people who can come up with new ideas and views about it.
From United States, Santa Clara
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I have randomly been reading the views, almost everyone has the same view that HERO shouldn't be transferred to Mumbai. One vote from my side for the same answer.
I was surprised to read some of the views, like when this has to be discussed, a shameful act for our culture. My questions are: do we really have to put a blindfold on issues like extramarital affairs? I think it's wrong. When we talk about team building and interpersonal skills, it's only that the performance of the employee should go up, and it's a win-win situation for both the company and the employee. Under these circumstances, both persons are affected, resulting in low performance, and sometimes it leads to unpleasant events like suicide, murder, or like HERO's wife walking into the office and creating a huge scene. Tell me, are these things not affecting everybody in the office?
Instead of putting a ban on talking about these kinds of situations, let's work on how we can deal with them. In every induction training, employees should be given a session on how to balance personal and professional life, or maybe there should be a certain day celebrated where the family members of the employees should be invited to the office. I have come up with these two suggestions, and I am sure we have many people who can come up with new ideas and views about it.
From United States, Santa Clara
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Ok, coming to this... Don't entertain such people. It's a professional organization, and this kind of gossip is not good for your setup. Take control of the situation and remove them both if it's out of hand. Send warning signals to everyone. Now that it has spread out, you need to make a bold decision.
- Kranthi
From India, Bangalore
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- Kranthi
From India, Bangalore
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My personal opinion is that things are required to be solved in a very professional manner because employees, as well as their well-being, are closely associated with the company equally. They should be given professional counseling, no matter if we need to seek the help of a marriage counselor or a practicing psychologist to make things clearer for the couple, as well as for individuals engaging in relationships outside of wedlock. This is crucial for them to realize their stance on things and relationships. These issues are arising more frequently as society advances and interactions increase day by day. It's not solely about the two individuals in a relationship but involves all those in the queue and will be frequently noticed. Therefore, a proper plan of action is required to manage and resolve such matters so that harmless precedents can be established and followed in the future.
An organization cannot terminate a hardworking employee solely based on their association with another person. Even if it can, this is not the solution; it's merely an attempt to avoid the issue. How long can this be sustained and with how many individuals?
Companies should strive towards improving situations, and even if efforts do not yield results, employees should be given clear and firm directions to adhere to a proper code of conduct, behave professionally, and refrain from displaying any personal associations within the professional environment.
From India, Jaipur
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An organization cannot terminate a hardworking employee solely based on their association with another person. Even if it can, this is not the solution; it's merely an attempt to avoid the issue. How long can this be sustained and with how many individuals?
Companies should strive towards improving situations, and even if efforts do not yield results, employees should be given clear and firm directions to adhere to a proper code of conduct, behave professionally, and refrain from displaying any personal associations within the professional environment.
From India, Jaipur
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You cannot and will not stop people behaving like alley cats. As long as nothing happens on company premises, there is little you can do about it.
From United Kingdom, Glasgow
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From United Kingdom, Glasgow
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Dear Bhavsani Kumaran,
I strongly suggest you don't transfer that male employee to Mumbai since your company will fall into trouble if you transfer him there. In case he wants to resign and go to Mumbai, it will be a different issue, and it will be his own problem.
Regards,
Vijay Gaonkar
From India, Pune
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I strongly suggest you don't transfer that male employee to Mumbai since your company will fall into trouble if you transfer him there. In case he wants to resign and go to Mumbai, it will be a different issue, and it will be his own problem.
Regards,
Vijay Gaonkar
From India, Pune
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