Workplace dating policy shrm the telegraph dating site

Potential noncompliance with the policy will be reported by the above-listed supervisors, department chairs, deans, or other responsible persons to Human Resources and investigated by the appropriate offices listed above.

If noncompliance is ascertained, measures will be taken to ensure suitable supervision/evaluation of the student or supervisee, and appropriate disciplinary measures with regard to the supervisor/faculty member will be taken.

For example, if an employer’s policy dictates that one of the partners must leave the organization if a relationship is discovered, it cannot always be the woman who is forced to leave. About Bridget Miller: Bridget Miller is a business consultant with a specialized MBA in International Economics and Management, which provides a unique perspective on business challenges.

She’s been working in the corporate world for over 15 years, with experience across multiple diverse departments including HR, sales, marketing, IT, commercial development, and training.

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Short of banning all workplace dating, here are some other options that many employers choose: If an employer opts to implement any such dating policy, it’s important to enforce it fairly and consistently—not in a way that discriminates. Be sure to check your local and state laws and consult legal counsel when necessary.

The university strives to be a family-friendly workplace and is committed to maintaining an environment in which members of the university community can work together to further education, research and community service.

This policy provides guidelines for family members, domestic partners, significant others, and/or similar personal and consensual relationships, in the workplace.

If staff, whether or not involved in the relationship, believe they have been, or are being, adversely affected, they are encouraged to contact the Employee Relations Office.

When relationships develop into situations that may be viewed as harassment or discrimination, staff members should refer to the Affirmative Action and Equal Employment Opportunity Policy (I-1) and Sexual Harassment Complaints Procedure (I-1a).

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