Radio Clip of Exposing in the Workplace Part 1 Part 2 Workplace exposure letter - be sure and send to 3 key people and cc each on the letter. Good targets would be the Director of Human Resources, a key VP and both affairee's supervisor. This can be sent via registered letter or even via email!
Developed by Brits Brat, board member and corporate attorney--
To Whom It May Concern:
This letter is to bring a matter to your attention that may be a violation of your Company's Code of Conduct and/or other policies, procedures and business ethics.
WS and WS are involved in an extramarital affair that is taking place, primarily, in the workplace. Aside from the potential sexual harassment claims this situation presents, it also involves the inappropriate use of company resources and assets. WS and WS are using company time and company resources to further their affair. If you check the call histories on their office and cell phones along with their workstation computers, you will find the two of them are spending an inordinate amount of what should be productive work time to further their sexual relationship.
If you have any questions, please call me at xxx-xxxx. Otherwise, I will anticipate a response from you once you have investigated these concerns and taken appropriate corrective action.
Regards,
_________________________
From Dr Harley's article, When Should an Affair Be Exposed?
here "When there is an affair in the workplace, and the other person continues to work there, my advice is that the unfaithful spouse must quit the job and find another to avoid ever seeing or talking to the other person again. But if the unfaithful spouse is unwilling to resign, should a betrayed spouse expose the affair to the employer?
While I unhesitatingly recommend immediately exposing the affair to friends, family, clergy, children and the other person's spouse, I'm not so quick to suggest immediately exposing it to an employer. That's because such exposure could have unintended legal and economic consequences. For example, the affair might constitute grounds for a sexual harassment claim by the unfaithful spouse's lover. Or it might trigger the outright firing of the spouse, making it far more difficult for them to find another job.
If the unfaithful spouse has separated, in spite of my reservations I recommend immediate exposure to the employer. But if the unfaithful spouse has not separated, I advise the betrayed spouse to warn the unfaithful spouse that if he or she works there one more day, the affair will be exposed to the employer. That gives him or her an opportunity to use vacation time to look for another job and make a graceful exit. If a new job is not found by the time the vacation time is over, I recommend applying for an unpaid leave of absence or a resignation to avoid returning to work.
If the unfaithful spouse becomes angry upon hearing the warning, making it clear that there will be no resignation from the job, I encourage the betrayed spouse to expose the affair to the employer immediately."
