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An employee could even make a case for unlawful retaliation if he or she receives a poor performance review from a former lover or if a co-worker receives a better evaluation from his or her boss. 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?5 rules to dating a married man
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. 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.
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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: