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.Now, let’s take a look at three options for you to consider for your small business, their potential pros and cons, and things like compliance and other issues that you need to keep in mind for each when making your decision.Even if you are opting for a more relaxed dating policy within your organization, require that the two involved employees disclose their relationship.
Whether you're trying to find dates in real life or swiping right on nearby matches on an app, the campus life can severely limit the dating pool.
Dating in the workplace has always been fraught with problems, and in the era of "#Me Too," when allegations of sexual harassment are increasingly grounds for dismissal, it becomes even more complicated for both the company and the employee.
Lawyers are encouraging companies to define their policies around office romances and strictly enforce longtime rules.
If you are going to have a dating policy that allows employees to engage in a romantic relationship, it is essential to communicate what behaviors are appropriate for their interactions at the workplace during work hours.
Avoid the potential risk of sexual harassment litigation by either prohibiting supervisors or managers from dating their direct reports or implement a policy in which when a relationship blossoms, the direct report switches to a different supervisor.