Policies About Workplace Dating

Dangers of interoffice dating policy

There will foreseeably be claims of favoritism, or even discrimination or harassment. Relationships between supervisors and subordinates create even more potential problems. If you have a partnership with other businesses, ask them about their policies. You have to define and often describe the conduct you want to prohibit.

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. Love Contracts This is a written confirmation to management that any relationship taking place between employees is consensual. In a poorer scenario, the relationship would end badly, one of the employees could claim that the relationship was non-consensual, or that sexual harassment existed. This can be especially true in high-growth companies that demand long work hours and tend to hire more single employees.

If there has only beenEmployee's Legal Rights The UFor example in theGenerally policies cover not

If there has only been one instance of workplace dating, that couple will feel as though you are singling them out. For example, in the case of Ellis v. There are a few different ways to manage this liability. Do this during a regular staff meeting, and be sure not to single anyone out.

Policies About Workplace Dating

Generally, policies cover not only employees, but also contractors, vendors, suppliers, manufacturers, and the like. Employee's Legal Rights The U.

Friedman was not married, so there was no affair. Having information up front will allow you to better respond to complaints of discrimination or favoritism.