Supervisor dating employee
It’s usually when such a policy is enforced inconsistently that companies run into trouble.
Avoid such trouble by calling the following tips to mind before disciplining employees for violating your no-dating policy. What are an employer’s options when creating an office romance policy?
The employer should attach a copy of the company's sexual harassment policy to the agreement to prove that the employee was aware of the sexual harassment policy and had the opportunity to report any inappropriate conduct by the other employee.
If done properly, a consensual relationship agreement will make it more difficult for an employee to claim that the relationship was "unwelcome." In addition, the agreement will create a question about why the employee did not seek to stop the harassment by reporting it to management.
Also, it should prohibit romantic relationships that could potentially lead to charges of sexual harassment, create a conflict of interest, or interfere with other employees’ productivity.
In other words, dating policies should focus on preventing problems in the workplace, not on preventing individuals from falling in love.
Another problem arises from concerns about an employee's right to privacy while off the job.
An employer may violate an employee's right to privacy by regulating the employee's private off-work relationships.
Often, an employee will argue that he or she was an unwilling participant in a relationship that merely appeared to be consensual.The employer is most at risk when trying to investigate and enforce a "no dating" policy by hiring a private investigator to follow the employee around, secretly reviewing an employee's voice mail, or listening in on an employee's office phone line. Consensual Relationship Agreements As an alternative, some employers require that employees enter a "consensual relationship agreement." The agreement, signed by both employees and management, provides that the employees will not allow the relationship to interfere with or impact the work environment.The agreement also confirms and documents that the relationship is consensual and voluntary.The first problem is that Oregon law protects spouses who work for the same employer.So long as the spouses don't supervise one another, a "no dating" policy enforced against spouses would violate this law.