Office dating policies

Any relationship that interferes with the company culture of teamwork, the harmonious work environment or the productivity of employees, will be addressed by applying the progressive discipline policy up to and including employment termination.Adverse workplace behavior or behavior that affects the workplace that arises because of personal relationships will not be tolerated.A manager or supervisor who dates or becomes romantically involved with an employee creates a serious problem for the company.Dating an employee, even when the employee is not in a reporting relationship, and extramarital affairs, create serious consequences for the company.Don't put a policy in place to control the behavior of a few employees whose behavior is out of line.As a consequence of a too restrictive policy, fraternization policies that prohibit friendships and association outside of the workplace cause employees to deceive, lie and cover up.The dating or fraternization policy adopted by an organization reflects the culture of the organization.

Yes, relationships can also go awry and result in friction and conflict at work. The key with a fraternization policy is to minimize the impact of the things that can go wrong on your workplace and maximize the powerfully positive aspects of employee relationships.The exception to this policy relates to managers and supervisors.Anyone employed in a managerial or supervisory role needs to heed the fact that personal relationships with employees who report to him or her may be perceived as favoritism, misuse of authority, or potentially, sexual harassment.They adversely affect the careers of both employees with regard to advancement opportunities, choices of jobs, and assignments.

They adversely affect the company's flexibility and consequently, may have an impact on our service to customers.

Even if no improper conduct occurs, the relationship may cause gossip, hard feelings, dissatisfaction, and distraction among other employees in the workplace.

Office dating policies comments

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