Dear Ravi Shankarji,
You are right. I meant look first on her part, I was taking her if she is innocent and can be taken on right way. If she is married and has kids, but is not with her hubby for any reason, If that guy is not married, then she should marry him. If that guy is also married and has left her own wife for her, then it is not good. She should marry to him who loves her.
otherwise what other employees will do ? They will also start to see all girls in this context and with a different state of mind. So, stop it
From India, Dehra Dun
You are right. I meant look first on her part, I was taking her if she is innocent and can be taken on right way. If she is married and has kids, but is not with her hubby for any reason, If that guy is not married, then she should marry him. If that guy is also married and has left her own wife for her, then it is not good. She should marry to him who loves her.
otherwise what other employees will do ? They will also start to see all girls in this context and with a different state of mind. So, stop it
From India, Dehra Dun
Sari,
I was going through the complaint and the comments. In my opinion you are not expected to analyze her personal life which led to the extra-marital or so so so .
As far as co's code of ethics are concerned...... one is supposed to behave in such a manner which will not in any way tarnish the image of the co or result in any sort of discomfort/deterioration of working atmosphere. Hence you can strongly ask her to refrain from such activities in the office and even outside if you feel that it will effect the reputation of your co. As HRM it is your duty to see that this fowl play has to be stopped forthwith.
Regards
From India, Ernakulam
I was going through the complaint and the comments. In my opinion you are not expected to analyze her personal life which led to the extra-marital or so so so .
As far as co's code of ethics are concerned...... one is supposed to behave in such a manner which will not in any way tarnish the image of the co or result in any sort of discomfort/deterioration of working atmosphere. Hence you can strongly ask her to refrain from such activities in the office and even outside if you feel that it will effect the reputation of your co. As HRM it is your duty to see that this fowl play has to be stopped forthwith.
Regards
From India, Ernakulam
Guys, I might sound quite orthodox and traditional...Please excuse !
Lets forget about corporate culture for a moment. Ofcourse, no one has the right to interfere in anybodys personal life.
My concern is when we all say lets not get her life spoiled by informing to her husband/relatives as this may ruin the entire family life and questioning the lady will effect the morale and it is against the dignity of the women.
May be I am wrong, She already spoiled the life of her husband and kids and people involved in such acts have no dignity or morale...
We urge that there might be some problem in her personal life so she might have taken such extreme step...Let me tell you guys, she might be well qualified and she should know how to balance the married life.
Good Education and knowledge of once religion stops people from doing so!
And office gossips or grapevine are sometimes true!
And we talk about modernisation, 21st Century etc....these all things are worthless when you lack in fidelity and being loyal in all respects of being a good human!
From India, Hyderabad
3Lets forget about corporate culture for a moment. Ofcourse, no one has the right to interfere in anybodys personal life.
My concern is when we all say lets not get her life spoiled by informing to her husband/relatives as this may ruin the entire family life and questioning the lady will effect the morale and it is against the dignity of the women.
May be I am wrong, She already spoiled the life of her husband and kids and people involved in such acts have no dignity or morale...
We urge that there might be some problem in her personal life so she might have taken such extreme step...Let me tell you guys, she might be well qualified and she should know how to balance the married life.
Good Education and knowledge of once religion stops people from doing so!
And office gossips or grapevine are sometimes true!
And we talk about modernisation, 21st Century etc....these all things are worthless when you lack in fidelity and being loyal in all respects of being a good human!
From India, Hyderabad
Dear Sari,
These issues are often verymuch common in corporates now-a-days.
My opinion to this issue is that, a company should not at all send any letters to her postal address & neither you should take any action before confirming the same. also do take action only when you analyza that this affair is effecting their performance.
Ultimatly the company is bothered about the results which an employee brings to the co. so it will not be good if we take any action on the basis of rumors n no proof.One of them could be chucked out if the problem gets serious.
N guyz why we taking the girl as a victim. I think we should keep a watch on the performance & behaviour of both employees. whosoever is not able to justify his/her role in the company should be fired on the basis of behaviour n performance.
Ya but one councelling session could be taken by the HR of the company discussing not directly about their relationship, but about their behaviour toward other team mates & less interaction with them causing rumors.
Warm Regards
sumiksha
These issues are often verymuch common in corporates now-a-days.
My opinion to this issue is that, a company should not at all send any letters to her postal address & neither you should take any action before confirming the same. also do take action only when you analyza that this affair is effecting their performance.
Ultimatly the company is bothered about the results which an employee brings to the co. so it will not be good if we take any action on the basis of rumors n no proof.One of them could be chucked out if the problem gets serious.
N guyz why we taking the girl as a victim. I think we should keep a watch on the performance & behaviour of both employees. whosoever is not able to justify his/her role in the company should be fired on the basis of behaviour n performance.
Ya but one councelling session could be taken by the HR of the company discussing not directly about their relationship, but about their behaviour toward other team mates & less interaction with them causing rumors.
Warm Regards
sumiksha
Dear Sari,
Extra marital affair, if it is visible only after office hours then the office should not interfere. If there is any explicit scenes during office hours then office should take actions. Otherwise in absence of this then counselling of team members is required. Leave the employee alone if there is no affect on performance. The other team members should be encouraged not to indulge in common gossips and concentrate on thier work. Consulting adults should not be disturbed but yes if either one of the party is not interested then it can be treated as another sexual harrasment case. My suggestion is leave them alone what ever destini thier relation reaches is thier concern not ours (office)
Thanks
Leena
From India, Mumbai
Extra marital affair, if it is visible only after office hours then the office should not interfere. If there is any explicit scenes during office hours then office should take actions. Otherwise in absence of this then counselling of team members is required. Leave the employee alone if there is no affect on performance. The other team members should be encouraged not to indulge in common gossips and concentrate on thier work. Consulting adults should not be disturbed but yes if either one of the party is not interested then it can be treated as another sexual harrasment case. My suggestion is leave them alone what ever destini thier relation reaches is thier concern not ours (office)
Thanks
Leena
From India, Mumbai
Dear Sari,
Do you have Deciplinery Action Policy in your concern , you would have brief in the Deciplinery action policy what employees has does and does not. If you does not have policy ,you can not take any such rash actions against the employees. Who knows how they will react ? you are going to touch their prestige issue in front of their coworkers.
She knows what she is doing. do you think she does not aware about their coworkers comments. I can say both (He/ she) are knows what are the circumtences they have to face while having affairs in office premises.
As employer have to do proper analysation and take the immdiate step.
Being a HR, you have to have a face to face disscussion with both of them and convey to your (employer ) thoughts such a nice way with sweet words.Give a chance to think and also have to take the decisions for themself to rectify or correct it their mistakes.
while having a face to face discussion duration you may feel no use to talk with them, then you will go head according to your management decisions.
Regards,
Churchill
The employee will say
From India, Bangalore
Do you have Deciplinery Action Policy in your concern , you would have brief in the Deciplinery action policy what employees has does and does not. If you does not have policy ,you can not take any such rash actions against the employees. Who knows how they will react ? you are going to touch their prestige issue in front of their coworkers.
She knows what she is doing. do you think she does not aware about their coworkers comments. I can say both (He/ she) are knows what are the circumtences they have to face while having affairs in office premises.
As employer have to do proper analysation and take the immdiate step.
Being a HR, you have to have a face to face disscussion with both of them and convey to your (employer ) thoughts such a nice way with sweet words.Give a chance to think and also have to take the decisions for themself to rectify or correct it their mistakes.
while having a face to face discussion duration you may feel no use to talk with them, then you will go head according to your management decisions.
Regards,
Churchill
The employee will say
From India, Bangalore
Dear Sari,
Counselling is the solution to this problem, it is also our moral duty to see the well being of our staff. Only an open dialogue will open up the situation, understanding the situation will make it easy to find a solution. Once the facts are clear you will be able to take the correct direction/firm action.
Mushtaq Momin
From India, Mumbai
Counselling is the solution to this problem, it is also our moral duty to see the well being of our staff. Only an open dialogue will open up the situation, understanding the situation will make it easy to find a solution. Once the facts are clear you will be able to take the correct direction/firm action.
Mushtaq Momin
From India, Mumbai
Hi,
The management have no right interfering in employees personnel issues.
If the employee have no issues on his performance, working attitude or lack in discipline, the management should stay away from interfering. If found that the employee is spending more time in her affair during working hours, than the management can take appropriate action, e.g reminder or warning letter.
But as an HR manager, the best thing to do his ask any of her best friend to give some good advice on her wrong doing and inform her that the management noticed about the affair.
From Malaysia, Bayan Lepas
The management have no right interfering in employees personnel issues.
If the employee have no issues on his performance, working attitude or lack in discipline, the management should stay away from interfering. If found that the employee is spending more time in her affair during working hours, than the management can take appropriate action, e.g reminder or warning letter.
But as an HR manager, the best thing to do his ask any of her best friend to give some good advice on her wrong doing and inform her that the management noticed about the affair.
From Malaysia, Bayan Lepas
Hi,
The management have no right interfering in employees personnel issues.
If the employee have no issues on his performance, working attitude or lack in discipline, the management should stay away from interfering. If found that the employee is spending more time in her affair during working hours, than the management can take appropriate action, e.g reminder or warning letter.
But as an HR manager, the best thing to do his ask any of her best friend to give some good advice on her wrong doing and inform her that the management noticed about the affair.
Best regards
Vijay
From Malaysia, Bayan Lepas
The management have no right interfering in employees personnel issues.
If the employee have no issues on his performance, working attitude or lack in discipline, the management should stay away from interfering. If found that the employee is spending more time in her affair during working hours, than the management can take appropriate action, e.g reminder or warning letter.
But as an HR manager, the best thing to do his ask any of her best friend to give some good advice on her wrong doing and inform her that the management noticed about the affair.
Best regards
Vijay
From Malaysia, Bayan Lepas
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
Employee Appraisal Form new.doc