The biggest fear is a sexual harassment lawsuit arising from either: Sexual harassment laws prohibit "unwelcome" sexual advances.
The policy must clearly state whether dating among employees is prohibited or merely discouraged.
If dating is merely discouraged, the policy should also indicate the counseling or documentation that will occur if employees violate the policy.
When deciding whether to impose a consensual relationship policy, and evaluating what form of policy to impose, the following are some important considerations: Impact: Consider whether consensual relationships have a positive or negative impact on the morale of your workplace.
For example, morale will likely suffer if a company that employs many teenage or college-age employees also imposes a "no dating" policy.
Dear Susan: I am wondering if you have any advice or resources that you would recommend to help me keep track of federal and state policy issues that affect Human Resources?
Laws and policies are ever-changing and vary state to state.
Definitions: A "no dating" policy must describe what "dating" is.
For example, employees often go to lunch together, may go out for a happy hour drink, or may attend a BBQ or picnic with one another.
If you haven't, then the odds are that you know someone who has.
A 1995 survey estimated that 80 percent of all employees have either observed or been involved in a romantic relationship at work. The Problems with Employee Dating Even though romantic relationships in the workplace are common, employers have legitimate reasons for concern about employee dating.
Lacking a single source, I have cobbled together a number of ways to keep track of changing laws and policies.