Office dating policies. 6 tips for crafting an employee dating policy
Maintain an antinepotism policy.
Sexual comments and disruptive behavior can render a workplace uncomfortable and unproductive. I tend to sound like a broken record when it comes to company policies.
No-Dating Policies No-dating policies generally ban dating between a supervisor and their subordinate. Cupid in the Cubicles: Draft and disseminate an antiharassment policy with a procedure for reporting complaints. Essentially, any relationship between two people that could have a negative effect on the company if things sour, or if one party is able to improperly influence the other would fall under the policy.
Employment attorney Anna Cohen, writing in HR Hero Online, suggests that no-dating policies can be problematic, as it is difficult to define exactly the type of behavior that will be restricted. Train managers and supervisors. An employee could even make a case for unlawful retaliation if he or she receives a poor performance review from a former lover or if a co-worker receives a better evaluation from his or her boss.
In a better scenario, coworkers would find it easier to claim that an employee received preferential treatment from a supervisor he or she is dating. Additionally, use of love contracts is a way to mitigate risk of sexual harassment liability.
Cultural attitudes seem to be changing toward Office dating policies romance. A supervisor showing favoritism toward his girlfriend is the least of your potential problems, however.
That option appears reasonable. A less restrictive policy that a lot of companies have is one preventing nepotism--prohibiting spouses or relatives from working at the same company or preventing employees from supervising related coworkers. Generally, policies cover not only employees, but also contractors, vendors, suppliers, manufacturers, and the like.
Train employees that the company has zero tolerance for sexual harassment, and require employees to sign a document indicating they understand the policy. Employees should feel OK reporting activity that puts the company at risk.
Office relationships often inspire gossip, which can impede productivity and damage careers. Under certain circumstances, however, you may escape liability Carbon dating earthquake you can establish that 1 you had an effective policy prohibiting sexual harassment and 2 the employee unreasonably failed to take advantage of the policy.
This can be especially true in high-growth companies that demand long work hours and tend to hire more single employees. According to attorney Ray Gallo, writing for the Daily Journal, forcing an employee to chose between their job and their partner would constitute an invasion of privacy, while a requirement to inform the company of a relationship would not.
Sometimes called antifraternization policies, no-dating policies frequently struggle to define the conduct they seek to proscribe. Ask your broker if EPLI is right for you.
However, in its opinion, the court also stated that the policy may have gone too far. While this policy is easier to sell to employees most are not inside each other's reporting chainyou still have a lot of the same problems about defining conduct and what is not allowed.
Relationships between supervisors and subordinates do create problems, though.
TalkSolar has a mostly something staff who work day and evening shifts taking calls from people looking for home improvement price comparisons. Some employers opt to have no office romance policy, relying instead on their antiharassment and antidiscrimination policies to protect their employees and their own interests in the event of litigation.
This helps to protect the company from later charges that the relationship was not consensual and constituted sexual harassment.
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