Implications of dating at work
This article is provided only as general information, which may or may not reflect the most current legal developments or be complete.
While the axiom, “Don’t mix business with pleasure,” is one that most everyone knows, it isn’t necessarily a rule all people follow.
If you partner with your human resources organization and legal counsel now to put some protective measures in place, you will be ahead of the game if and when issues arise. Taking action now will help you continue to maintain a professional environment for all your employees going forward.
Love may be in the air but it doesn’t have to poison the workplace. Barrie Gross is former Vice President and Senior Corporate Counsel (Employment Law) for an international Fortune 1000 company and is a regular contributor to All
Combine these numbers with the fact that 40% of employees polled reported that they had a romance at work and it’s clear that workplace romances remain a potential source of problems for employers.
What are some of the workplace issues that can arise when supervisors and subordinates get romantically involved?
She is the founder of Barrie Gross Consulting, a human resources training and consulting firm dedicated to assisting companies to manage and develop their human capital.
Visit Note: The information here does not constitute legal advice and should not be relied upon as legal advice.
While the fact pattern in the Miller case may not be common, favoritism resulting in unlawful sexual harassment remains an issue for employers.
The potential for harassment claims is even broader than claims based on favoritism.
What about other employees who are forced to witness ongoing public displays of affection by the supervisor and the subordinate? That sort of conduct, even though it may not purposely be directed at those people who find it offensive, can definitely result in litigation.
In a 2006 survey published by the Society for Human Resource Management and Career Journal.com, 80% of human resources professionals and 60% of employees polled said that there should not be a romance between a supervisor and subordinate.
(Interestingly, that 80% for HR professionals represented an increase from the prior year’s results while the 60% for employees represented a 10% decrease.) And only 26% of employees polled believe that romance at work should not be between people with a significant rank difference.