Dating

 

Office romances can not only have an adverse effect on workplace productivity, but can engender claims of favoritism, sexual harassment, and retaliation.  So employers should consider implementing a policy covering this topic. However, it is important to assess the pros and cons of strict workplace dating policies, and take into account how to handle both managers and subordinates under such a policy, as well as the steps to take to prevent such policies from raising privacy concerns.

 

·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·

 

NEWS/ARTICLES

Appeals Court Overturns National Labor Relations Board Off-Duty Fraternization Policy Decision 

NLRB Okays Fraternization Policy Under The National Labor Relations Act

 

·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·

 

FAQs

1. Can an employer legally demote or transfer a manager who is dating one of his subordinates even though the company doesn't specifically have a no-dating policy? 
   
   
2. What considerations should an employer take into account before disciplining an employee under its no-dating policy?
   
   
3. What are an employer's options when creating an office romance policy?
   
   
4. When creating a no-dating policy, what's the best way to avoid running afoul of discrimination laws?

 

·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·

 

FREE REPORT

When Romance Rocks The Workplace