Cohen As the holiday season and the new year approach, many people are either looking for love or ending relationships. Many relationships begin and end in the workplace. A recent survey revealed that almost half of employees have been involved in an office romance, and 20 percent admit to having met their spouse or long-term significant other while at work. Cupid in the Cubicles: But when love in the workplace goes sour, it may expose the company to potential legal liabilities. Relationships between supervisors and subordinates do create problems, though. Other workers may claim that the subordinate employee received preferential treatment. For example, in , a high-ranking executive at a major financial institution was forced to step down when it was discovered that he gave his girlfriend, another company employee, a pay raise. A supervisor showing favoritism toward his girlfriend is the least of your potential problems, however.
More On Workplace Romance – 1. Employers may be quick to institute policies dictating that employees are not allowed to date other employees. See our earlier articles on Workplace Romance. However, these policies may be all but unenforceable.
However, it is important to assess the pros and cons of strict workplace dating policies, and take into account how to handle both managers and subordinates under such a policy, as well as the steps to take to prevent such policies from raising privacy concerns.
Favoritism is exactly what it sounds like: For instance, a manager consistently offers an employee the best and most highly-regarded projects, even though that employee does not perform well enough to deserve them. Or perhaps an employee is offered a promotion over someone else who has been at the company longer and has more experience. Oftentimes, favoritism occurs when a manager and an employee have developed a friendship beyond the workplace.
Perhaps they worked together previously and have a shared history, or maybe they have bonded over common outside interests, like sports or music. Another form of favoritism is nepotism. When either favoritism or nepotism takes place in the workplace, the effect is usually the same. It leads to a number of negative results, such as: When employees perceive that there is favoritism in how they are treated by management, a sense of unfairness creeps in. What then follows is resentment towards the manager who is unfairly favoring an employee who may not be the most deserving, as well as towards the favored employee who is taking advantage of the situation.
When a manager continually favors one or a few employees over the others, he or she may be missing out on the talents and skills the others bring to the table. This can lead to promoting someone who is not ready for more responsibilities over someone who is ready and able to take on a challenge. With a decline in morale, growing resentment, and overlooked potential, a manager who unfairly favors one employee is also hurting the company overall by stunting the growth that would come from moving the best employees forward to management positions.
This also is a consequence of losing employees who may have been of great value.
Should You Rethink Your Policy on Workplace Dating?
Print article It happens in so many workplaces — two colleagues begin a romantic relationship. But a heightened awareness about sexual harassment means small business owners can get more anxious when employees start dating. Continue Reading Below Many owners have consulted with employment attorneys or human resources professionals since the accusations against movie executive Harvey Weinstein in November.
Some owners have created or updated their policies on dating and sexual harassment, and they’re making sure staffers know the rules and to speak up if they feel harassed. Bosses who in the past just watched with interest as a relationship blossomed are being proactive, telling couples that if the romance sours, both people are expected to behave appropriately.
There is a strong tone of inevitability about workplace romance, as well as a tendency to relate to changes in the “modern workplace” Nearly 70 percent of managers in their 30s and 40s say it’s OK for employees to date, according to the AMA survey. That compares with 66 percent of managers in their 50s and 60s. The full article is located at http: Seventy-five percent of HR professionals and 59 percent of executives said their organizations had no policy on workplace romance.
For those organizations that do have policies, 64 percent of HR professionals and 52 percent of executives said their organizations permitted, but discouraged, romance in the workplace.
Explore workplace, policy, employer, guide and more!
The Rules of Workplace Romance Office relationships can lead to sexual harassment claims. Share on Facebook Cultural attitudes toward workplace romances are shifting. According to a survey conducted by Vault.
One option is to rely on a workplace harassment policy, or related policies. Even small companies without a formal dating policy generally have—or should have—a sexual harassment policy. It may be enough to remind employees in a relationship of the specifics of such a policy.
People spend a lot of time at work and even more time at office lunches and happy hours, so it is not uncommon for workplace relationships to evolve into intimate relationships. When romantic relationships enter the workplace, the relationship is no longer just between two people, but can affect coworkers, supervisors, and the public. Relationships Between Supervisors and Subordinates While any relationship between employees may cause problems in the workplace, the level of exposure to employers increases when a romantic relationship develops between a supervisor and subordinate.
Such relationships can have actual and resonating effects on the workplace because of the power inequalities in the positions and the insecurity the relationship may create for other employees, especially those who report to the supervisor. County Board of Commissioners. Indeed, relationships that begin as consensual between supervisors and subordinates may later form the basis of a lawsuit. Sexual Harassment If employers do not take swift, proper action upon discovering a romantic workplace relationship, they may be faced with claims of sexual harassment.
There are two types of sexual harassment. In one example of a workplace relationship forming the basis of a sexual harassment claim, Allan Samson hired Joyce Chan as his legal secretary and the two dated for two years. She alleged that soon thereafter, Samson retaliated against her by changing the terms of her employment. Sexual Favoritism Employers must also be aware of any sexual favoritism that may result from romantic relationships.
The Rules of Workplace Romance
Social media usage is now ubiquitous: Facebook users spend more than LinkedIn has more than million members in over countries and territories. Twitter has million active users who collectively post million Tweets every day. This is an ever-increasing area of litigation. Beyond the content of social media posts, there is also the loss of work time.
Customize this workplace romance policy based on your company’s attitude toward employee dating. Add or delete parts to communicate applicable rules regarding romantic relationships in the workplace and preserve harmony and fairness among all employees.
While at 32 years old, the politician may be excused for the lapse in judgment, given his former bid to run for Mayor of Toronto, the jury is out whether public opinion will be quite so forgiving. In fact, he has stepped down from his candidacy within a day of the news. Companies are forced to deal with this all the time. What happens when one of your senior people starts behaving inappropriately at the staff party? When rumours start to fly about an affair with a junior person in the organization?
Or is he or she just worried about job security? In the Ontario case Cavaliere v Corvex Manufacturing , the plaintiff sued the company for wrongful dismissal. He had worked his way up the company to a senior management position. After a warning about sexual relationships with one employee, the plaintiff engaged in a relationship with another employee. The owner — and the court — found that the pattern of behaviour was sufficient grounds for dismissal.
He argued that if the relationships were consensual, his dismissal was wrongful and he was entitled to damages for pay in lieu of notice.
Office Romance: Do You Need a Workplace Dating Policy?
Dating in the Workplace Dating in the Workplace It is common for relationships and attractions to develop in the workplace. As an employer, it is important to ensure that these circumstances do not lead to incidents of sexual harassment. Sexual harassment is any unwanted or unwelcome sexual behaviour where a reasonable person would have anticipated the possibility that the person harassed would feel offended, humiliated or intimidated.
It has nothing to do with mutual attraction or consensual behaviour.
Many companies still maintain a “no dating in the workplace” policy. In most states, an employer can enact a policy that prohibits employees from dating one another. If you wish to implement this type of policy, I recommend you check your state and local laws for exceptions.
But a heightened awareness about sexual harassment means small business owners can get more anxious when employees start dating. Many owners have consulted with employment attorneys or human resources professionals since the accusations against movie executive Harvey Weinstein in November. Bosses who in the past just watched with interest as a relationship blossomed are being proactive, telling couples that if the romance sours, both people are expected to behave appropriately.
And some owners are even asking couples to sign statements acknowledging that their relationship is consensual. Sammy Musovic has seen many romances — and breakups — at his three Manhattan restaurants. After the reports about Weinstein and others, Musovic consulted with an attorney to understand what his legal liability could be if an employee relationship led to harassment charges.
A few years ago, a manager at one of his restaurants dated a hostess, and became jealous when he saw her chatting with customers. On another occasion, Musovic fired an employee who wrote unwanted love letters to a co-worker. Jacqueline Breslin, an executive with HR provider TriNet, is fielding more questions from businesses that want to know how to handle employees dating.
Advantages & Disadvantages of Having Organizational Policies That Deal With Workplace Romance
Fraternization in the workplace encompasses relationships that go beyond the normal scope of employee interactions. The problems typically creep in when the fraternization occurs between a supervisor and subordinate, whether the relationship is romantic in nature or simply a strong friendship. Realizing the dangers of fraternization helps you determine the need for an official policy prohibiting these types of interactions.
Favoritism When an employee and her supervisor become close outside of work, favoritism is a possibility, whether intentional or not. People naturally want to protect and support those they are close with. A supervisor may allow more leniency or privileges to a subordinate she is dating or shares a friendship with.
Thanks to the HRIS, employees can access the workplace dating policy, how to deal with it, and how to respond to policy abuse from any internet capable device. If such access does not prevent workplace dating, it surely will confirm the business’s defensive position.
Every company needs to consider a policy on workplace dating. Without a clear policy, an office relationship can lead to charges of sexual harassment and legal consequences for the employer. 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. No-Dating Policies 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.
For example, in the case of Ellis v. 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. However, in its opinion, the court also stated that the policy may have gone too far. Notification Policy Another option is to require employees to report whenever they enter into a consensual relationship.