Dating in the workplace policy example
Then, if you find out, you're forced to fire them because they violated your no-romance policy," she says.
Instead, she advocates implementing an effective office romance policy, which includes these five essential elements.
If a relationship exists, the employer should require the employees notify management.
Prohibiting employee dating altogether may be difficult because workplace relationships will inevitably still occur, but employees will attempt to conceal relationships from the employer.
A policy requiring disclosure permits the employer to document the consensual nature of the relationship, and take precautionary measures, including changing reporting structures and providing guidance regarding appropriate workplace conduct.Related: How to Handle Emotional Outbursts at Work 1. When it becomes clear that a romance is blossoming, those involved need to come clean to their supervisors, Sanchez says.That way, the employer can get involved in solving any potentially problematic issues, such as a supervisor dating someone who is a direct or indirect report.In situations like this, could the company potentially adopt a “no relationship” policy in order to remove this conflict of interest, either by ending the relationship or requiring one member of the couple to leave the company? While workplace romances have always been around, this number is the highest seen on Career Builder’s survey since 2007, and we’ve seen a corresponding recent rise in company policies addressing them.It’s inevitable that co-workers may date one another, but workplace relationships bring potential for increased employer liability in harassment and retaliation claims, especially for a relationship that forms between a supervisor and a subordinate.