Employees dating, notification policy
What the heart wants …
Texas may impact dating policies. However, in its opinion, the court also stated that the policy may have gone too far.
Better to get everything out in the open. She argues that any policy must be applied consistently and should set out clearly how decisions will be made. For many smaller companies, they choose to go without a policy, and let the rules on harassment and discrimination do the job.
This helps to protect the company from later charges that the relationship was not consensual and constituted sexual harassment. No-Dating Policies No-dating policies generally ban dating between a supervisor and their subordinate.
Many employers see the idea of employees dating one another as potentially threatening productivity or even opening up too much liability for the employer. Plus, emotions are involved.
For this reason, notification policies are sometimes seen as intrusive. Will the policy restrict casual dating, relationships, romantic involvement, or socializing?
HR Policies & Procedures
For example, in the case of Ellis v. That can be uncomfortable for both parties as well as for co-workers.
You can also have employees report a romantic relationship to a company representative, like an HR official. Even regular relationship activities can create an atmosphere that promotes harassment of others.
As we mentioned above, a significant number of married people meet their spouses on the job — probably not surprising, considering how much time people spend at work.
You can ban it. When a workplace romance sours, it can expose the company to increased liability, since the connection between alleged actors is easier to establish--essentially giving the plaintiff some good ammunition for his or her case.
Cohen suggests that banning or limiting dating between supervisors and subordinates is the most important aspect of a dating policy. Just last month, Gary Friedman, the chief executive of Restoration Hardware, stepped down in the middle of the company's public offering.
However, Scher says a written policy can help to protect the business.
Harassment Claims and Preferential Treatment
Employers have a reason to worry. With that, the potential for charges of favoritism or special treatment is eliminated. Is the potential relationship worth risking your good job or name?
Even if it does not violate a written policy, your boss the CEO or the board might not care, and view it as a lack of senior management acumen. Sep 18, More from Inc.