No dating policy
Another alternative is to require employees to execute “love contracts.” Employers also should check to see if there are any state laws that might apply.
Relationships between supervisors and subordinates do create problems, though.
Other workers may claim that the subordinate employee received preferential treatment.
Yet nearly half of those employees reported that they didn’t know if their company had a policy on office romances.
Potential legal liability When office romances go well, they can lead to long-lasting relationships.
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Cohen As the holiday season and the new year approach, many people are either looking for love or ending relationships. A recent survey revealed that almost half of employees have been involved in an office romance, and 20 percent admit to having met their spouse or long-term significant other while at work.
If a relationship between a supervisor and a subordinate or between coworkers ends on a sour note, one of the employees may claim that it wasn’t consensual, that he was sexually harassed, or that she was retaliated against if she receives a poor performance review from her former paramour.In 2008, more than 13,867 sexual harassment claims were filed with the Equal Employment Opportunity Commission (EEOC) . Given those potential issues, what should employers do? You can implement a broad no-dating policy or an antinepotism policy, enforce a notification procedure, or simply do nothing at all. Verizon Wireless has launched a legal battle against 26 people and companies they say are fleecing consumers with "premium messaging services," i.e., when your grandma gets a spam text message that enters her into an automatic billing cycle without her consent.We're sorry, but Google Answers has been retired, and is no longer accepting new questions.
But when love in the workplace goes sour, it may expose the company to potential legal liabilities.In most cases, relationships between coworkers don’t pose a threat to employers.