Supervisor dating employee
Regardless of the type of policy you choose, inform employees about the policy upon hiring, clearly spell out what’s forbidden or required, and outline the consequences of violating the policy. When creating a no-dating policy, what’s the best way to avoid running afoul of discrimination laws?Such a policy should balance your interest in maintaining a productive workplace with your employees’ reasonable expectations of privacy.
Talk to them and allow them to give you input about whatever needs to be done.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.Even a consensual relationship, if it goes sour, can result in unwelcome advances, stalking, or other predatory conduct.In a consensual relationship between a supervisor and a subordinate, the subordinate often is the recipient of preferential treatment.