I discovered my married boss is cheating with a co-worker. What do I do?

A staff member at an unspecified workplace claims they stumbled upon evidence that their married superior is engaging in an extramarital affair with a colleague. The incident occurred when the employee was shown a message on their boss's phone during a meeting, which suggested an intimate relationship between the boss and a fellow worker. The colleague is described as a married peer rather than a subordinate, and both individuals have previously treated the employee kindly. However, the discovery has caused emotional distress, prompting the question of whether the employee should act on the knowledge. The situation arose when the employee was asked to review a document on the boss's phone, during which a message from the colleague appeared, hinting at a romantic connection. The employee expressed feelings of discomfort whenever encountering the two individuals together. Despite the personal nature of the affair, the advice given suggests that unless there is a direct impact on the workplace environment or potential harm to others, such private matters should remain unaddressed. In addition to the affair, the employee sought guidance on addressing concerns regarding bullying within a community organization where they volunteered. They noted that previous volunteers had faced bullying, leading to a negative work culture. The advice emphasized that even volunteers are entitled to certain protections against bullying, similar to those afforded to paid employees. The recommendation was to inquire directly about the organization's policies concerning volunteer treatment and to document any incidents of bullying if encountered personally. Another concern raised by the employee pertains to the frequent hiring of external consultants by their employer, which has led to disruptions and unfulfilled promises of improvement. The advice acknowledged the commonality of consulting engagements but questioned the effectiveness of these strategies, suggesting that the outcomes often fall short of expectations. The employee's frustration highlights a broader issue among workers regarding the reliability of consultant-led initiatives. The advice column highlighted the importance of discerning when to intervene in workplace matters versus when to maintain discretion. It stressed the value of professional conduct towards all colleagues, regardless of personal relationships, and advised against becoming entangled in personal affairs unless they affect job performance or create ethical dilemmas. Furthermore, the discussion extended to the rights of volunteers, emphasizing that they are not exempt from protections against bullying or unsafe working conditions. Volunteers were encouraged to seek clarity on organizational policies and to utilize available resources for addressing concerns without jeopardizing their roles. The conversation also touched upon the challenges posed by reliance on external consultants, noting that while such engagements are common, they frequently fail to deliver the anticipated benefits. Employees were advised to critically assess the outcomes of these initiatives and consider the implications of placing trust in external expertise without adequate oversight. The overall narrative underscored the complexity of navigating personal and professional boundaries in the workplace, advocating for a balanced approach that respects privacy while ensuring a safe and respectful work environment for all individuals involved.