He's messing around with the cleaning lady...
aliciac
88 Posts
No, this is not a summary of a Seinfeld episode!
We have an employee who is widely known to have some kind of relationship with a woman who cleans our offices. This woman is not an employee, she works for a small cleaning company that we've hired to come in twice a week. This apparently has been going on for a year or so. The employee also has a wife...a fact that is upsetting those who know of the apparent affair.
The issues seem to be the PDA's (public displays of affection, though I'm unclear on the extent) and the fact that he's so chivalrous (he takes the trash out for her) which interferes with his own job.
We don't have an anti fraternization policy, and in fact have a lot of couples and family members in the company at varying levels. I'm worried how to move forward with this. The manager wants it to stop, and I get the feeling the manager is upset from a moral standpoint. While that is certainly understandable, the employee isn't really breaking any rules. It isn't an issue of a conflict of interest because this employee has nothing to do with the cleaning company we choose to use. How should we go about disciplining the employee?
I didn't mention, but the manager who is upset is a new manager to this location (has been with the company many years though) and is upset that the previous manager let this go on for so long.
Also, couldn't we just speak to this cleaning lady or her boss and ask that the relationship be kept strictly off of company property lest they risk losing our business?
My guess is that there's a really easy solution to this that I'm completely missing. Thanks in advance for your fantastic suggestions
)
We have an employee who is widely known to have some kind of relationship with a woman who cleans our offices. This woman is not an employee, she works for a small cleaning company that we've hired to come in twice a week. This apparently has been going on for a year or so. The employee also has a wife...a fact that is upsetting those who know of the apparent affair.
The issues seem to be the PDA's (public displays of affection, though I'm unclear on the extent) and the fact that he's so chivalrous (he takes the trash out for her) which interferes with his own job.
We don't have an anti fraternization policy, and in fact have a lot of couples and family members in the company at varying levels. I'm worried how to move forward with this. The manager wants it to stop, and I get the feeling the manager is upset from a moral standpoint. While that is certainly understandable, the employee isn't really breaking any rules. It isn't an issue of a conflict of interest because this employee has nothing to do with the cleaning company we choose to use. How should we go about disciplining the employee?
I didn't mention, but the manager who is upset is a new manager to this location (has been with the company many years though) and is upset that the previous manager let this go on for so long.
Also, couldn't we just speak to this cleaning lady or her boss and ask that the relationship be kept strictly off of company property lest they risk losing our business?
My guess is that there's a really easy solution to this that I'm completely missing. Thanks in advance for your fantastic suggestions
)
Comments
Advise him that PDA's are inappropriate at work, regardless of who the two people involved are, and it needs to stop. He also needs to complete his own work, not that of the cleaning lady. Her employer is paid to make sure the trash is taken out.
It would be appropriate to remind him of his job duties (and what are not his job duties) in the context of dialog that appreciates his willingness to help others but he may be crossing over an invisible line where it is beyond general courteous assistance.
It is also your duty to consider the sexually hostile work environment. His (and the maid's) intentions are no consideration in that type of situation. All that matters is that he/she do engage in 'public' displays in front of other workers, and one or more other workers are offended by it. If you don't address that and on the offended workers carries the complaint to an outside agency, you will wish that you had addressed it.
As for the sensitive nature of the situation, some in a discrete meeting with the "jerk" could remind him that while there are intangible qualities, such as respect, character, leadership, that contribute very much to how others (including coworkers) perceive him. The better he can project himself in a positive manner to coworkers, the more successful he will find his interactions with them and their support for him. Only he can breach his standing with others in these areas, and if he does, he is at risk for losing credibility, thus respect & support, and may find eventually that others are not willing to support him (or buy in if the need arises) in the future.
best wishes
Good luck!
Cheryl
The meeting went well, the manager stayed away from his personal feelings in the situation, thankfully.
The employee was agreeable and understanding of the company's position, and hopefully it's all done now.
Thanks.
Good job. LOL