Legal dating in the workplace
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An employer of choice does not place employees in untenable positions.
Workplace friendships flow naturally into personal lives.
The possible claims that can arise from an office romance are virtually endless.
A subordinate employee may claim that he or she consented to a sexual relationship because he or she was threatened with a demotion or pay cut.
Cultural attitudes toward workplace romances are shifting.
According to a 2010 survey conducted by Vault.com, a company for career intelligence, 60% of workers have participated in an office romance.
The potential for conflicts of interest in these relationships is just too great.
Employees who embark on a relationship together should be aware of issues that may arise, including favoritism, discrimination and the chance of a hostile work environment.
Third parties may take note of the relationship and challenge any preferential treatment that the superior is displaying.
Most commonly, the former lovebirds may clash after a breakup and either harass one another while at work, or fabricate workplace sexual harassment to retaliate against an ex.
Yes, relationships can also go awry and result in friction and conflict at work. The key with a fraternization policy is to minimize the impact of the things that can go wrong on your workplace and maximize the powerfully positive aspects of employee relationships.
People have broken up with serious romantic partners. You also want to identify the relationships that are forbidden because of their potential impact at work.
Instead of "anti-fraternization" or "no-dating" policies, policies that prohibit sexual harassment and discrimination -- and encourage employees to come forward with complaints -- are encouraged.