One can sue for almost any reason, whether or not the lawsuit will be heard or if heard result in a positive way for the plaintiff is always questionable. It is highly unlikely that a suit based upon such a matter would be of merit. Many companies have policies that address relationships between all personnel. However, it is not the responsibility of a company to monitor the morals of their employees in such personal matters. If such were the case, the civil courts would be even more backlogged than they are already. The injured spouse could consider filing a civil suit against the marital intruder, but that also is an "iffy" situation. Given the moral attitude in today's society courts are reluctant to become involved in such matters. There could be a small chance of success if the injured spouse divorced the unfaithful spouse and sought recovery of financial damages that were not addressed in the dissolution agreement. The court does not extend its sympathy to those who will not help themselves. In other words, if the couple are still married, forget about it. Answer The company has nothing to do with the affair--the two people involved are the ones responsible. Searching elsewhere for someone to blame would be fruitless. Either stay with the partner you are married to, or leave if you both cannot resolve the issue together. Most companies have a policy where disruptions in the workplace can result in one or both of the people being fired. If you are the hourly employee and have the personal impression that this was required to keep the job, then perhaps some civil action would be reasonable.
relation between the manager and the employees
An of dialog conversation between employee and manager can be: Manager : tell me something about yourself? Employee: My name is ____, my qualification is _____,etc.
It depends, largely, upon the relationship between the employee and the manager. If the employee is on good terms with the manager, it is probably best to ask the manager for a meeting to discuss the conflict thoroughly and calmly, and with the purpose to resolve it or to understand the manager's point of view and accept it. If the employee is not on good terms with the manager, it would be wise for the employee to ask questions to be sure he/she understands the manager's point of view, and to accept it. If the conflict cannot be resolved and the employee cannot accept the manager's point of view, the employee should resign.
When a Manager behave with the employees as machine, when he takes the work forcefully to reach the targets then employee feels as misbehave, and he has to leave the company. In fact he leaves the manager not the company. When manager can not promote an employee, asks to follow the rules very rudely, can not manage for the progress of an employee then the employee feels his future in dark, and the result is that he has to leave the company. If he could not leave the company then he will work as a machine and loses his efficiency of work that may harm the organization.
what are you doing
A project manager consultant has essentially the same functions of a Project Manager, except that he's not a permanent employee in the company.PM consultants usually avoid politics in the company, and are focused on delivering value.
Unfortunately, rank has its privileges. If the employee who was utilizing the tool knew it was wrong, it doesn't matter because he knew he was in the wrong anyways, regardless of what the manager was doing
A personnel manager assists with the hiring and training of new employees. Also, they participate in employee related conflict resolution.
The actual writing and delivery of the appraisal is typically performed by the employee's direct or immediate supervisor/manager. That said, depending on the company's philisophy and structure, the supervisor/manager may ask the employee's coworkers and other managers who work with the employee for feedback on the employee's performance as well.
A former employee means a person who used to work at a particular business or company. A former employer means your former boss or manager.
D relationship that exist between an employee nd a reporting manager is a contract of employment.