Ethical Issues In Workplace, And Ways To Handle Them

I've read this several times trying to make the numbers add up, but they don't seem to. Can you clarify?

"In fact, ERC finds that 54 percent of employees didn't report, out of a sense of futility."

"ERC considers the 12 percent of people who don't report "significant." "

So here is a real Ethical Issue in the workplace : 2 co-workers are having an affair. The have been seen going in and out of private areas while on company time. When the leave the private area, it is obvious that there has been "activities" occurring... ie red face, sweat on the forehead, clothing in disarray. They have been overheard making plans to meet-up after work. They were witnessed in a compromising position in a public parking lot while performing one of these clandestine meetings.

Both these co-workers are married. The spouses don't know about the affair, but have meet each "signaficant other" and don't like/trust the other person, and most likely suspect something is happening behind their backs.

The 2 employees' supervisor has been made aware of the situation, but basically denies any knowledge of it, and is keeping the "denial ability ticket" in his back pocket.

What would you do ?

Old Math wrote:

So here is a real Ethical Issue in the workplace : 2 co-workers are having an affair. The have been seen going in and out of private areas while on company time. When the leave the private area, it is obvious that there has been "activities" occurring... ie red face, sweat on the forehead, clothing in disarray. They have been overheard making plans to meet-up after work. They were witnessed in a compromising position in a public parking lot while performing one of these clandestine meetings.
Both these co-workers are married. The spouses don't know about the affair, but have meet each "signaficant other" and don't like/trust the other person, and most likely suspect something is happening behind their backs.
The 2 employees' supervisor has been made aware of the situation, but basically denies any knowledge of it, and is keeping the "denial ability ticket" in his back pocket.
What would you do ?

I would mind my own business.

Companies that wish to effectively manage ethical lapses can create both formal and informal channels for employees to report incidents, seek advice and define solutions.

One way to do that is to develop an Ombudsman function. As an independent, impartial, confidential resource for workplace issues, an Ombuds allows a company to be responsive and responsible. It's an informal channel for employees to share information and concerns with management. Having an Ombuds sends the message to employees that their input and knowledge is important and will be taken seriously.

Companies with populations over ten thousand and small offices of less than 20 can benefit from from introducing an part-time Ombuds to their workplaces.

Dina Beach Lynch
External Ombuds/Program Designer
Kisima Enterprises, Inc
Boston, MA

Dina Beach Lynch wrote:

Companies that wish to effectively manage ethical lapses can create both formal and informal channels for employees to report incidents, seek advice and define solutions.
One way to do that is to develop an Ombudsman function. As an independent, impartial, confidential resource for workplace issues, an Ombuds allows a company to be responsive and responsible. It's an informal channel for employees to share information and concerns with management. Having an Ombuds sends the message to employees that their input and knowledge is important and will be taken seriously.
Companies with populations over ten thousand and small offices of less than 20 can benefit from from introducing an part-time Ombuds to their workplaces.
Dina Beach Lynch
External Ombuds/Program Designer
Kisima Enterprises, Inc
Boston, MA

And if the company is paying the Ombudsman, why would worker bees think it's "impartial"?

i think ethical issues need to be made more aware to employees and personally i think drugs should be allowed within the work place.

EBB wrote:

<quoted text>
I would mind my own business.

That was my first thought.

Dina Beach Lynch wrote:

Companies that wish to effectively manage ethical lapses can create both formal and informal channels for employees to report incidents, seek advice and define solutions.
One way to do that is to develop an Ombudsman function. As an independent, impartial, confidential resource for workplace issues, an Ombuds allows a company to be responsive and responsible. It's an informal channel for employees to share information and concerns with management. Having an Ombuds sends the message to employees that their input and knowledge is important and will be taken seriously.
Companies with populations over ten thousand and small offices of less than 20 can benefit from from introducing an part-time Ombuds to their workplaces.
Dina Beach Lynch
External Ombuds/Program Designer
Kisima Enterprises, Inc
Boston, MA

Problem is politics in the office. Look how many people have been tossed out as Disgruntled ex-employees. The list goes on,There is no Govt protection for non Govt workers. You are dismissed as a troublemaker.