Laws against dating coworkers
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.My response is that you should only enact policies you intend to enforce consistently.Let’s first consider a total ban on fraternization in the workplace (assuming you can clearly define “fraternization”).The employers may fear: Can an Employer Prohibit Employees from Dating One Another?So, can an employer do something about these concerns?by Kylie Crawford Ten Brook According to a 2012 Stanford University sociology study, 10 percent of people meet their spouses at work. Unfortunately, not all relationships end well, and when they don’t, employers can face harassment and retaliation claims.
This approach doesn’t necessarily do away with coercion claims.
However, employers may have another opinion on the matter. What Are the Potential Pitfalls of Employee Romances?
Many employers see the idea of employees dating one another as potentially threatening productivity or even opening up too much liability for the employer. First, let’s look at some of the most common reasons employers may desire to curb employees’ desire for one another.
Finally, you could do nothing and rely solely on your antiharassment and antidiscrimination policies. .until it costs too much Anyone in a high-level position is held to a much higher standard than other employees.
If you take this approach, conduct regular training on those policies and promote a culture of compliance. Regardless of what your company policies say and no matter how consensual the relationship seems, if the relationship goes south, chances are, your company will conduct a quick cost-benefit analysis and determine that it’s less costly to get rid of you than keep you.
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.