DATE APPROVED: 07/30/ Employee Dating . The relationship does not negatively impact the work environment. POLICY ON EMPLOYEE DATING. 1. Facebook announces update on workplace relationship policy fellow colleagues, Facebook has established six rules for inter office dating. To alleviate this concern, an alternative to crafting a specific workplace dating policy is for an employer to expand its conflict of interest policy to.
Relationships in the Workplace | Policies | Human Resources | Vanderbilt University
If one family member has influence over another family member's conditions of employment, the following should occur: In collaboration with the supervisor, the involved employees will be provided thirty days to make a decision regarding a change.
Options include, but are not limited to: If a decision is not reached by the end of the thirty-day period, the department head, or next level of administrator, will resolve the situation.
Employees are encouraged to socialize and develop professional relationships in the workplace provided that these relationships do not interfere with the work performance of either individual or with the effective functioning of the workplace. Employees who engage in personal relationships including romantic and sexual relationships should be aware of their professional responsibilities and will be responsible for assuring that the relationship does not raise concerns about favoritism, bias, ethics and conflict of interest.
Facebook announces update on workplace relationship policy | Human Resources Online
Romantic or sexual relationships between employees where one individual has influence or control over the other's conditions of employment are inappropriate. These relationships, even if consensual, may ultimately result in conflict or difficulties in the workplace. If such a relationship currently exists or develops, it must be disclosed: The other employee involved in the relationship is encouraged to disclose the relationship to either the next level of administrator, Employee Relations or the EAD.
Refer to previous page. These relationships must not jeopardize the effective functioning of the University by the appearance of either favoritism or unfairness in the exercise of professional judgment.
Addressing Romantic Relationships in the Workplace Through a Conflict of Interest Policy
Efforts by employees to initiate these relationships are also prohibited. Violations of this policy by an employee is grounds for the Performance Management process, up to and including discharge. Consensual sexual relationships between a student and an employee who is not in a position to exercise direct power or authority over that student may also be inappropriate. There are a few different ways to manage this liability. When it comes to workplace dating policies, here are a few basic options: You can do nothing.
This seems to be the overwhelming favorite for smaller companies or companies that are just starting to formalize employee training.
Often a CEO or president will look at the potential for risk and weigh that against the ability to police and enforce a policy. For many smaller companies, they choose to go without a policy, and let the rules on harassment and discrimination do the job.
Note that you should always have a policy prohibiting and enforcing sexual harassment and discrimination. You can ban it. This is another common method, known as an "anti-fraternization policy. You have to define and often describe the conduct you want to prohibit. Will the policy restrict casual dating, relationships, romantic involvement, or socializing?
Can you even define those terms? I can tell you that the last place you want a policy defined is in the courts. 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.
You can allow it, with written disclosure.
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This is commonly known as the "Love Contract" approach. A signed document will confirm a consensual relationship and provide additional notice of understanding of the sexual harassment policy.
You can often use the contract process to outline expected behavior like no "PDA"--public displays of affection--at work or retaliation if the relationship ends. Make sure that you inform the employees that they have a right to and should talk to a lawyer before signing.
You can allow it, but never within the chain of authority. 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. You can also have employees report a romantic relationship to a company representative, like an HR official. Having information up front will allow you to better respond to complaints of discrimination or favoritism.
Make sure that your HR representatives understand they can't disclose the existence of the relationship to anyone unless it's necessary to respond to complaints. Generally, policies cover not only employees, but also contractors, vendors, suppliers, manufacturers, and the like. 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.
One last generally acceptable rule: 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. Think of it this way: