Policy that prohibits employees from dating
For instance, supervisors should know how to identify and respond to sexual harassment and how to handle situations in which a workplace relationship results in lower morale or productivity.With the amount of time spent at work, it may not be surprising when personal relationships develop between employees.
If there are not policies, should there be set guidelines?When co-workers are dating, some employers will only intercede if the relationship negatively affects the workplace, or if one of the employees has violated a workplace policy, such as an anti-harassment policy.Even if you don't have a policy specifically on office dating, you should have a written policy prohibiting sexual harassment.Encourage employees to report inappropriate conduct, without fear of reprisal, before it becomes severe or pervasive, whether they are a victim or a witness.Offer employees multiple avenues through which they can file complaints.They grow in-depth relationships that deepen into romance.
A place where people share a common interest, and spend most of their time, provides the perfect opportunity for love.
Harassment may also occur when an employee sends unwanted sexual text messages to a co-worker.
In your policy, provide examples of prohibited conduct, address consequences for violating the policy, and set forth a clear procedure for employee complaints.
However, employers generally may discourage workers from entering relationships when there might be a conflict of interest, such as a supervisor-employee relationship, or an HR-manager relationship.
Keep in mind that some states prohibit employers from taking adverse action against employees for lawful off-duty conduct.
Employers can also expect supervisors and employees to avoid favoritism in the workplace.