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Bowl Leader
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Is anyone have opening related to HR fielfield
Hello All,
I have recently joined FIS Global around end of April. My mother recently met with an accident and she needs to be operated.
I haven't been able to update the anything regarding the insurance part yet on FIS portal.
Will my mother's treatment be covered under the insurance? If yes, what's the procedure for the same? What are the documents that I need to submit in order to claim the amount?
Can anyone please guide?
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Bowl Leader
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I need a job, please can someone assist me ?
Rising Star
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Let people live their own lives. It’s not affecting her work
Agreed. If it does not reflect on their work or interfere with their performance, and as long as it does not endanger the organization legally, it's their own business. If a person goes hunting on the weekends and kills animals for food, does it merit reporting just in case someone is offended or a PETA supporter?
The fact that you are concerned about how YOU will be impacted by her personal decision, and that YOU are now afraid that YOU can't treat her fairly without casting some sort of judgement, is troubling.
I have to agree with you that you do have a toxic workplace with very toxic leadership. And guess what? You are HER 'leader'.
If you truly want to be honest with her, send her THIS THREAD so that SHE can go to HR and ask to move to a different team/department. She deserves better than working under 'toxic leadership'.
@Author if keeping my job requires me potentially firing someone for something they do in their personal time to make extra money which doesn’t conflict with company products and isn’t anything illegal, then I’d find a new job.
I would say just mind your business. No one will know you know we set our own self up for a situation when we do not just stay in our lane.
How did you find out? You were probably on the site and found her. So aren't your morals just as bad. I'm not saying hers are. But when pointing fingers 3 are pointed back at you.
They said one of the employee's coworkers told them. His teenage son was apparently following her on OF.
I also don't understand what an "R rated" account would be and why it's bad. I am guessing you mean an "X rated" account? Or am I just the person with their mind in the gutter? Don't see the issue either way, but I don't know that I graap what an R rated fans only account would be?
Rising Star
We won’t get an update, unfortunately.
How do people have OnlyFans accounts and think no one in their day job is going to find out....
@Amazon 1 exactly this. If one of my employees had an OF neither I, nor my boss, would give a damn unless they were exclusively doing stripteases wearing the company logo. Even then we’d likely just tell them to probably not use the company logo.
Is there a policy any outside employment/moonlighting?
This probably qualifies if you have one. Do I think it is dumb? Yes.
You probably also have some sort of ethics/representation policy in place. Check that as well.
Do I like these policies? Nope but they usually exist.
Consult HR after reviewing the policies of you think she is in violation. Otherwise continue to ignore.
@Author so you have no clue what actual content is on the OF account and are just taking the word of your male colleague? All without actually talking to the female employee? Yet you keep claiming there’s no discrimination, or sexism, or misogyny happening here? Ok my guy.
Gotta be a troll
Not sure why so many people are against you taking action here. It absolutely could look bad for your company if you found out that an employee is engaged in inappropriate acts. Assuming you are in a position to do so, remove the employee and move on. She will be fine and you will have taken the right steps to protect the company.
I think most of the people who are against me taking action are working at a progressive start-up or would consider themselves "woke."
I feel bad for that employee of yours and to be honest I also feel bad for you.
I think you can remove some guesses and "what ifs" by approaching someone from leadership position and having with them conversation about this. Don't tell any names, just ask them directly what they think should be done in situation like this. Give them your prospective first, that the employees shouldn't be judged by what kind of activities / hobbies / etc they are involved into outside of work ESPECIALLY given she's not a face of the company and works on background.
You might be right, and leadership would be judgmental about this situation but it's on you to provide your angle of fair treatment and be that person who fights for her employees to be treated fairly and kindly (even though you yourself have an internal struggle).
I think if you try that from the kindest place in your heart you might make her safe, and this might trigger change in your prospective on her as well. I really wish you to do that and stand up for people's rights:)
In the end I think it's more internal struggle to work for a company that suppresses people and throws them away if their outside of work life doesn't fit into whatever righteous imaginary boundaries they created.
It sounds like this job is making you a worse person - conforming to bad actors will, over time, turn you into a bad actor. Perhaps you should find new employment and make this Not Your Business/Not Your Problem equation more clear, and hopefully the new employment will bring out your better qualities instead of keeping you boxed in. Good luck.
Have you considered why she has that page? Is she well paid? You might want to have a 1:2:1 conversation and see how she is doing, maybe she needs the money for reason you don't know, like family has health issue etc. The best way is to have conversation with her and explain to her the impact it might have and the image of the company. On the other hand, as long as she does work and she is good at what she does, what does it matter?
This suggestion is with good intent but there's no need to explain anything because it still crosses boundaries. There is no impact other than the fact that there's active gossip occurring about this employee that her supervisor is taking part in. The only impact here is that pulling her into a 1:1 conversation to discuss a side business that she has not disclosed is invasive. If my boss pulled me into a conversation to discuss my pay because they felt they needed to "save," me from a side business that I quite possibly enjoy and do because I want to...I'd feel harassed. If the Employee wanted OP to know about the site she'd have mentioned it. And if theres no policy that says they need to disclose side jobs, then there's no basis for OP to have the conversation at all.
Does the company have a manual regarding moonlighting at other jobs? Or social media? Mine does and other companies do too. That could be something added so people aren't confused about whether or not this is allowed. The person who told you is allowed to watch p*rn but she gets fired for it, why? I don't understand why she needs to be reprimanded either.
Good context thanks!
This is when you talk to your HR Partner regarding what was brought to you and do what they suggest.
What is your company policy? If it were my employee, and I knew about it, I would contact my HR\Talent Team and ask them if I need to do anything. It is not up to you. If the person is not violating company policy, then if you took action, you could be the one getting in trouble. Honestly, I would expect the HR\Talent Team to have a ready to go response on something like this by now.
I will say that it's none of your business unless it's impacting the business.
None of you are actually concerned about 'maybe there is a reason for that', speak to her on the issue, check her work performance i.e clarify the fact if this is actually affecting her work performance or not.
That's all you should do, if you really want to do anything about it.
Get a discount to her page yo
Sorry you feel that way but that’s something the person is doing outside of work. I see comments about this being wrong and stuff, I respect your thoughts on it but unless that affects the performance or impacts team harmony I wouldn’t bother much
This just shows me why there are courts and lawyers and judges. What we are getting is just one version of the event. We are talking about someone who is not only unable to defend them self, but also provide their point of view. A company does not own you because they pay you money to work for you.
As long as she does it outside working hours and uses her own equipment, I don't see any issue with this matter.
I don't see the problem
I think this is one of those things you need to consult HR about. It's not about policing what your report does, it's about understanding what's appropriate and not appropriate for you to do now that you know.
Most people, whatever their opinion is, would be in over their heads if word got out. Use HR to guide you on company policy and workplace discrimination. If there is an issue with your report's extracurricular activities, let HR handle it.
I cringe at the thought that HR could take a judgemental approach toward your report, but not telling them leaves you and possibly the welfare of your team at risk.
It shouldn’t matter. What she does in her spare time is not anyone else’s business. It’s not like she’s doing anything illegal