For a moment I wonder how informing the name of spouse amount to interfering the personal affairs of an employee while all other inf.like DOB, sex, caste, religion, edu.Qn. (& marks obtained) blood group, full address, Ph.No., prev.employers, including personal ID marks on one's body etc. are on the records. I fail to understand why one should hide info having married and whether the spouse is alive or not that too to the employer. How the heavens happens to fall if the fact is known to colleagues that too living in a society celebrate all sorts of days, like wedding day/anniversary, women's day, BD of self and even pets, mother's & father's day etc. Are we not prone to share finer moments of lives with our colleagues ?. What is the great necessity to keep the name of the spouse very confidential/secret, what for. We neither Sharuk nor Salman or Aiswarya or Priyanka to engage in gossips about ourselves. Moreover this inf. already made available on the voters list of the constituency which is a public document, can be purchased/copied by anyone without restrictions. Where is the secrecy ? Even Aadhaar Card inf. can be had by tipping. In advocating this to be a secretive we blindly tend to follow west without any purpose. But keeping official records updated with crucial inf. only enable smooth administration nothing beyond that. We are seeing such official documents helps one's heirs to claim right to inherited property, age related disputes etc.. Is't not a healthy practice, especially in a country all marriages have to be mandatorily registered with app.authority ?
From India, Bangalore
1064From India, Bangalore
Intimating your office that you are married/single/divorced does not violate privacy.
It only gives a full picture of the employee,in conjunction with education,address and other details.
Tomorrow some employee may not want to give his address saying his privacy is infringed.
Every HR should ensure that privacy of personal data is maintained and no leaks should be permitted.
Every employee should voluntarily make relevant disclosures about his marital status and should not be a big issue.
From India, Pune
It only gives a full picture of the employee,in conjunction with education,address and other details.
Tomorrow some employee may not want to give his address saying his privacy is infringed.
Every HR should ensure that privacy of personal data is maintained and no leaks should be permitted.
Every employee should voluntarily make relevant disclosures about his marital status and should not be a big issue.
From India, Pune
Smita - Not disclosing / withholding marital status does not reflect on the employee's Integrity!! It is certainly not a deciding factor of employee's nature as well. Marital status should not be asked only.
From India, Pune
From India, Pune
Dear Members,
Thank you so much for such an over-whelming response.
Yes,these are sensitive issues , but living in a society we do touch each others lives in more than one way.
Truly well said ''that we are human first''.
There is nothing wrong in being married or divorced once or more--that choice is personal, but to hide it would be deception from at least the partner.
We are trying to align this ,but there are always a few who oppose it.
HR professionals have a lot on their plate , and we should just simplify the process as much as possible .Hence be firm about correct personal data inputs.
Thank you once again for bringing the human element in this E-lectronic age
Regards
Smita
From India, Pune
Thank you so much for such an over-whelming response.
Yes,these are sensitive issues , but living in a society we do touch each others lives in more than one way.
Truly well said ''that we are human first''.
There is nothing wrong in being married or divorced once or more--that choice is personal, but to hide it would be deception from at least the partner.
We are trying to align this ,but there are always a few who oppose it.
HR professionals have a lot on their plate , and we should just simplify the process as much as possible .Hence be firm about correct personal data inputs.
Thank you once again for bringing the human element in this E-lectronic age
Regards
Smita
From India, Pune
My view (pl see page 3 of this tread) that employer should equally be held at fault for disclosing personal information relating to an employee to an outsider (without the employee's permission) seems to invite no comments from various contributors to this thread. I do not know why.
Irrespective of the fact that the employee concerned has not made complete / updated disclosure, it does not absolve the employer.
A S Bhat
From India, Pune
Irrespective of the fact that the employee concerned has not made complete / updated disclosure, it does not absolve the employer.
A S Bhat
From India, Pune
Dear Mr Bhat,
We are dealing with a much bigger issue here.
How to curb false information and contain irregularities ,that lead to fraud, cheating and lies.Whatever small contribution we can make towards cleaning up the system will help.
Yes, someone working in the same company at the level of a Manager has access to this information.
The main point is why should an individual create discripency . Is it okay for an employee to provide false misleading information.whether it is accessible or not is besides the point.
Regards
Smita
From India, Pune
We are dealing with a much bigger issue here.
How to curb false information and contain irregularities ,that lead to fraud, cheating and lies.Whatever small contribution we can make towards cleaning up the system will help.
Yes, someone working in the same company at the level of a Manager has access to this information.
The main point is why should an individual create discripency . Is it okay for an employee to provide false misleading information.whether it is accessible or not is besides the point.
Regards
Smita
From India, Pune
Dear Smita
Please explain the necessity of declaring their marital status to all the employees.
This is mainly required while paying out the terminal benefits to the legal heirs. If one is not disclosing the details, then the family members will have to struggle to get the terminal benefits from the organisation. Sometimes, due to non availability of details about the family members, the terminal benefits will reach in the hands of wrong persons. The real entitled persons will not get the benefit and the loved ones of the employees will have to approach the court of law for getting their entitlement, which is lengthy and time consuming procedure.
From India, Kumbakonam
Please explain the necessity of declaring their marital status to all the employees.
This is mainly required while paying out the terminal benefits to the legal heirs. If one is not disclosing the details, then the family members will have to struggle to get the terminal benefits from the organisation. Sometimes, due to non availability of details about the family members, the terminal benefits will reach in the hands of wrong persons. The real entitled persons will not get the benefit and the loved ones of the employees will have to approach the court of law for getting their entitlement, which is lengthy and time consuming procedure.
From India, Kumbakonam
Ms. Smita,
The question was raised by me in order that some senior contributors opine on it. The company expects the employee full disclosure. fine. The employee also expects that it be fully confidential. Not fine?
It has access to some other manager is besides the point...
Anyway I will not respond further to this thread, treating it closed from my side. I will only read others views.
A S Bhat
From India, Pune
The question was raised by me in order that some senior contributors opine on it. The company expects the employee full disclosure. fine. The employee also expects that it be fully confidential. Not fine?
It has access to some other manager is besides the point...
Anyway I will not respond further to this thread, treating it closed from my side. I will only read others views.
A S Bhat
From India, Pune
""The company expects the employee full disclosure. fine. The employee also expects that it be fully confidential. Not fine? ""
The employee is expected to make truthful disclosures ,but HR is expected to treat this type of information confidential.
But access to this info will always be available to laid down level of personnel-manager HR for eg.
But letting information flow to public domain is not in order.
From India, Pune
The employee is expected to make truthful disclosures ,but HR is expected to treat this type of information confidential.
But access to this info will always be available to laid down level of personnel-manager HR for eg.
But letting information flow to public domain is not in order.
From India, Pune
Dear All,
First of all, even if the person is married and he has listed his/her emergency contact no that of a relative, then would you call the emergency no or will wait to speak to the spouse?
Secondly, if the divorcee process is on, then what does he say, married-but on divorcee path (there is no such option)
Third, the person has nominated a person in the statutory papers (may be his wife), but there is contest of the will on death, the organisations have to hold on till the court orders are in place.
Fourthly, the employee has been working with you for 4 years, did you not judge him on integrity for all these years? Sounds too far stretched.
Fifthly, how can a company revel to any third party, the person's personal or salary details, this is breach of privacy, even if it is for marriage purpose.
Lastly, just because he is marrying 2 times and both time applying for divorcee, does not make him any less faithful. He was with the organisation for the entire 4 years... So does it mean the personal life is more important, than his work performance???
Conclusion:- Do not delve on these secondary information for much longer. As HR we have many more important things to perform.
Regards,
Ashutosh Thakre
From India, Mumbai
First of all, even if the person is married and he has listed his/her emergency contact no that of a relative, then would you call the emergency no or will wait to speak to the spouse?
Secondly, if the divorcee process is on, then what does he say, married-but on divorcee path (there is no such option)
Third, the person has nominated a person in the statutory papers (may be his wife), but there is contest of the will on death, the organisations have to hold on till the court orders are in place.
Fourthly, the employee has been working with you for 4 years, did you not judge him on integrity for all these years? Sounds too far stretched.
Fifthly, how can a company revel to any third party, the person's personal or salary details, this is breach of privacy, even if it is for marriage purpose.
Lastly, just because he is marrying 2 times and both time applying for divorcee, does not make him any less faithful. He was with the organisation for the entire 4 years... So does it mean the personal life is more important, than his work performance???
Conclusion:- Do not delve on these secondary information for much longer. As HR we have many more important things to perform.
Regards,
Ashutosh Thakre
From India, Mumbai
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