Dating policy sample
Violations of this policy by an employee is grounds for the Performance Management process, up to and including discharge.Consensual sexual relationships between a student and an employee who is not in a position to exercise direct power or authority over that student may also be inappropriate.Employees who engage in personal relationships (including romantic and sexual relationships) should be aware of their professional responsibilities and will be responsible for assuring that the relationship does not raise concerns about favoritism, bias, ethics and conflict of interest.In cases of doubt, advice and counsel should be sought from the next level of administrator, Employee Relations or the Employee Opportunity, Affirmative Action and Disability Services (EAD). Romantic or sexual relationships between employees where one individual has influence or control over the other's conditions of employment are inappropriate.No-dating policies generally ban dating between a supervisor and their subordinate.Employment attorney Anna Cohen, writing in HR Hero Online, suggests that no-dating policies can be problematic, as it is difficult to define exactly the type of behavior that will be restricted. United Parcel Services, the 7th Circuit appellate court upheld a no-dating policy that forbade managers from a romantic relationship with any hourly employee, as long as it was consistently enforced.If questions or concerns arise regarding potential harassment or discrimination, the employee should contact the EAD.
When relationships develop into situations that may be viewed as harassment or discrimination, employees should refer to the Anti-Harassment Policy and the Equal Opportunity and Affirmative Action Policy.Although some companies chose to have no policy on dating, that leaves them open to potential liability if a supervisor is shown to have sexually harassed a subordinate, for example, by giving a poor performance review to a former partner.To avoid this, companies institute various types of dating policy.However, children may not visit the workplace if their presence conflicts with department policy, federal or state law.Employees may bring children to appropriate University-sponsored programs and activities.
These relationships, even if consensual, may ultimately result in conflict or difficulties in the workplace.