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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.
OMG. Feel bad for that person. I have bachelors in Psychology. I can help that person.
What is their onlyfans username?
Why are you stuck in such a situation? There are many such people
As Thanos said, he is cursed with the gift of knowledge.
So to restate your question: you've discovered one of your employees has an only fans, and you're worried that your other employees may be assholes to her. You're asking if being an asshole first will protect her from the assholes? Do you actually hear yourself?
For purely research purposes can you DM me their OnlyFans page with the monthly cost?
Thank you.
It's only the company's business if this person has made an obvious link to the company on OnlyFans. If this is the case, they can reasonably ask the employee to remove any company logos or such like from their OnlyFans page. Beyond that, if any ultra-conservative person makes a fuss... ask them how they knew.
Unless they explicitly mention the company name/logo in their onlyfans, it doesn't matter as much
Reasonable, but sadly not true.
Everybody is free to do whatever he wants in his free time. As long as this is not affecting the actual work, it shouldn't even be a topic.
Again, reasonable...but just not true.
Why aren't you judging the employee that was looking through OF? They must've scrolled through thousands of OF accounts before they recognized your other employee. Why aren't you concerned about their outside work activities too?? Just cause they're not in front of the camera? How do you know they're not scrolling on OF while at work then? Is THAT more professional than your other employee whose work hasn't been affected by her outside life?
If you're gonna judge, judge equally. Otherwise, mind your own business.
Yeah, for anyone who buys THAT line, I got some real estate on the Sun to sell you…
If the OP is reacting to what is clearly hearsay (since they didn’t see the “evidence” firsthand), they are navigating a very dangerous minefield.
If they want to be a good cog on the machine, refer the issue to HR, but it HAS TO BE with the name of the tattletale as the source.
Let THEM explain how their son obtained that credit card information, and why they didn’t notice the line items… that way you’ve done your part as a beacon of “morality” and absolved your responsibility of it…
Just curious. Would you all approach this differently if she were let's say an outside sales rep? Does her access to a customer base play in here at all?
Personally I agree with most that it shouldn't have any impact as long as it doesn't impact job performance, bit an argument could be made, or rather, a question could be asked....what would happen if your clients or potential clients found out.
Perchance, but probably not. An OF is completely valid and fine work.
None of you people that are vehemently supporting the use of onlyfans and callously denouncing any opposition think you’re unrealistic/unfair/bias/one sided? You don’t think there’s a world where people grow their kids up to be decent hard working people that value morals over money? And how is it that those people have grown to be accepting of your lifestyle and let you live and prosper but you folks apparently refuse to do the same and call the practice of having morals outdated and antiquated? You folks claim it should not bother others how you live your life well likewise you shouldn’t be bothered by how someone else doesn’t want to live their life not so?
Nobody said having an OF is good. What we all vehemently opposed was enforcing one person's morals on another's. As long as it's legal to have an OF, an employer cannot fire you for it.
We would equally oppose a Jewish or Atheist boss reprimanding a Catholic employee for volunteering at Church events
Promote her, seems she knows how to get others to pay attention to her and how people think
If not impacting her performance and as long as she keeps the company name/logo off her OF site and is only active during non business hours, then I’m not sure it’s anyone else’s business. It’s a side hustle, maybe not one that you would choose to do, but if she is able to make it work for her with no impact to her Northrop job, then I’m not sure that you should do anything. In fact, you might be in trouble yourself if you do reprimand her without cause.
You need to raise this with HR and discuss it. There are clauses that would terminate her at practically every company I've worked for.
As others mentioned, you as a manager should know the employee handbook, and base your actions and any possible discussions upon that. After some careful consideration, if you consider her actions to be in violation, then approach her, address the matter in a matter-of-fact, direct approach and be prepared to give ways that she may mitigate the issue. More on that in closing.
First, let me draw a hypothetical comparison. I'm not sure of your line of work, but I'm prior military, so I can use that as a reference point. During my time serving in the Air Force, there was a woman that posed for Playboy (very partially) dressed in her military uniform. In case this isn't common sense to anyone, this was not tolerated. 'In uniform' is a key distinction. The mistake was associating herself with the Air Force -- wearing her uniform and publicly sexualizing her military service. This is clearly incompatible with the standards set forth in the military life and in violation of several articles of the UCMJ. Now, while there is some argument for autonomy and morality outside the Armed Forces, anyone who has served or is familiar with the backdrop of military conduct would have seen the issue. She received a Letter of Reprimand and was demoted the rank of E-6 to E-4, and subsequently resigned at the end of contract.
The key takeaways here to compare to your situation are:
1) Publicly identifiable (not anonymous) and clear association with the profession.
2) The employee handbook clearly addresses the public representation of the company outside of working hours.
If either 1 or 2 are not true, then HR will have no grounds for termination (aside from Right to Work states, which need no grounds for termination). If 2 is true, then I would approach the employee and brief her verbatim on the policy she may be violating and strongly advise her to keep herself anonymous online ; not associated with the company. Depending on the company policies and phrasing, she may have the right to do as she pleases off the clock, but she should be careful of how she may represent the company in the public arena. I hope this helps.