Is it permissible for an employee to relay news about their colleagues to a superior in exchange for privileges, and does the ruling differ if the superior is in charge of them? Is it permissible for a department head to lower the evaluation of an excellent employee at the request of the manager to meet human resources quotas? And what is the ruling on a manager who forces a department head to alter employee evaluations?

The person responsible for a task must address any error or shortcoming within their scope of work and take the necessary measures. This includes appointing someone to provide reports on the workflow and performance of employees, to distinguish the diligent from the negligent. This is limited to the boundaries of work and responsibilities. However, spying on people's private lives and spreading gossip (backbiting) about them is forbidden. For example, monitoring what employees do during work hours is a clear benefit to the work, but what they say about the manager does not fall under this category; rather, it is gossip. The negligent person should be warned before their matter is escalated to superiors.

Specifying a certain number for employee evaluations (e.g., twenty excellent, then twenty very good, and so on) is permissible. The adherence of department heads to these ratios does not imply injustice to employees, and the selection must be free from personal whims or self-interest on the part of the department head. If a department head lowers the evaluation of employees based on a request from the administration, and not out of personal whim or interest, then there is no blame on them. If there is no clear preference, justice is achieved through drawing lots. However, if the reduction is arbitrary or based on personal whim, it is forbidden injustice. A person is not permitted to avoid their manager's injustice by being unjust to their own employees.