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In practical terms, it can be incredibly difficult to enforce, too.Short of banning all workplace dating, here are some other options that many employers choose: If an employer opts to implement any such dating policy, it’s important to enforce it fairly and consistently—not in a way that discriminates. Be sure to check your local and state laws and consult legal counsel when necessary.As with any policy, you should develop the policy for the good of the working relationships in a whole group of employees.Don't put a policy in place to control the behavior of a few employees whose behavior is out of line.
Or does that overstep boundaries and put too much restriction on an employee’s personal life?
It can affect the careers of both employees with regard to advancement opportunities, choices of jobs, and assignments.
Clearly, these relationships can result in charges of sexual harassment, years or decades after the fact.
A manager or supervisor who dates or becomes romantically involved with an employee creates a serious problem for the company.
Dating an employee, and extramarital affairs, even when the employee is not in a reporting relationship, creates serious consequences for the company.For example, if an employer’s policy dictates that one of the partners must leave the organization if a relationship is discovered, it cannot always be the woman who is forced to leave. About Bridget Miller: Bridget Miller is a business consultant with a specialized MBA in International Economics and Management, which provides a unique perspective on business challenges.