HANDBOOKS POLICIES FAQs NEWS CONTACT





Rules of Engagement, Part 2
Make Your Dating Policy and
Culture a Perfect Match


How did your workplace survive Valentine's Day?

We've laid out the case for why a policy on workplace dating is critical to managing your workforce. Now let's tackle the top factors in setting the right tone in creating and implementing your policy. Will you ban all romantic relationships or permit them if certain measures are followed?

A ban means preparing for these dilemmas when it comes to enforcement:
  • Scope. Will you bar all relationships, or only those in the same department or in a direct-reporting relationship?

  • Enforceability. Is a dating ban truly enforceable? How will you handle off-work interactions or prove violations?

  • Privacy. Enforcing a ban will likely lead to prying into employees' personal lives and the need for delicate questioning.

  • Consistency. Once your policy is enacted, enforcement must be consistent. How will you handle preexisting relationships?

  • Corrective Action. Is a dating relationship sufficient cause for discipline? Will one or the other party be transferred? If so, is the transfer to an equivalent role, or could it be viewed as a demotion or a disciplinary action? Your policy must state how decisions to transfer are to be made objectively, whether based on seniority, role or level of authority.
Ultimately, a ban requires whether and how to investigate rumors, determine when a warning is appropriate and decide what warrants discipline.

Rather than a total ban, which ignores the reality that many dating relationships begin at work and compels employees to sneak around, policies that exert some degree of control are usually more effective.

A popular alternative is disallowing only those dating relationships involving a supervisor and a subordinate in a direct-reporting relationship. This enables employers to establish a legitimate business need for such a policy to prevent liability for sexual harassment and claims of favoritism or unfair treatment.

In the case of preexisting relationships, employees can be encouraged to report that they are involved in a relationship and are counseled that one or the other party should voluntarily transfer out of the department, if applicable. The couple is then informally monitored and reviewed every few months or so to stay on notice of how the employees are doing together.

Such a policy should set forth reporting channels for when such relationships are no longer welcome. All employees should be advised of your organization's anti-harassment policy and encouraged to come forward if a relationship becomes unwanted or non-consensual.

As part of our mission to support Texas employers, Handbook Hero offers our full Dating policy free of charge. Contact us today to receive your copy.

Dating among employees inevitably will occur. The question is how to strike the right tone in your policy that supports your culture while striving to keep your employees safe from harassment and your organization protected from liability.



SHARE ❯❯



BRIEFINGS
Watch Your Language Policy
Coffee shop asks customers to spill the beans on non-English speaking employees.
Supreme Court Backs Arbitration
Ruling bars banded together claim from defeating employer's arbitration agreement.
Austin Adopts Paid Sick Leave
Concern goes beyond compliance with leave policies and impacts hiring decisions.
Creating a Positive Work Culture
The national conversation about workplace sexual harassment is a wake up call for employers.
Case Law Spotlight
Texas Supreme Court reverses $63,000 verdict based on inconsistent employee handbook.
What's Scarier than Halloween?
If your handbook doesn't appropriately address the 5 A's, be afraid, be very afraid.
Heavy Meddle
Growing your business means trusting your team to do what you no longer have time for.
Delegating Isn't Losing Control
Conquer your delegate-o-phobia by following the principles of responsible delegating.
Analyzing Your Shrink
'Tis the season to be concerned about inventory loss due to employee theft.
Can You Attain the Rank of Hero?
Test your knowledge of Texas and federal employment policies with our 10-question quiz.

The materials contained herein are designed to provide accurate and authoritative information in regard to the subject matter covered. It is published with the understanding that the publisher is not engaged in rendering legal, accounting or other professional services. If you require legal or other expert advice, you should seek the services of a competent attorney or other professional.




Subscribe to our free newsletter for tips
and updates on employment policies!

   
Your information is secure. View our privacy policy below for details.







CALL US! 877.HERO.345
      © Punchclock Custom Publishing