Managing romance in the workplace
With love in the air this month, it’s a good reminder that romance in the workplace isn’t unusual. In the past, many organizations banned office romances to avoid potential problems, such as conflicts of interest and the potential for abuse of power.
Today, however, most businesses understand that banning workplace relationships isn’t realistic or feasible. People will likely continue their relationships anyway, and the company could lose talented team members because of antiquated policies.
Given that people do meet at work and often form committed relationships, managers and human resources professionals must carefully and tactfully implement policies to manage these situations properly.
The goal isn’t to interfere with relationships; it is to establish policies that protect the organization and all its team members.
While most businesses want to be discreet, protecting employees is crucial.
Standard workplace relationship policies include …
- Mandatory disclosure of the relationship to the HR department.
- A ban on relationships between superiors and subordinates. These can be breeding grounds for claims of sexual harassment or favoritism, divulgence of confidential company information, gossip and other workplace disruptions.
- Signing ‘love contract’ agreements and acknowledging the company’s policies against sexual harassment.
- A ban on public displays of affection within the workplace.
Well-established policies can mitigate many of the potential negatives of workplace relationships. For employers, managing office romances is about reducing the potential for harm.
The negatives can be managed by employers addressing workplace relationships head-on. Blanket ‘no fraternizing’ policies don’t work. Employers must communicate their conduct and behavioral expectations to employees and take proactive steps to avoid potential liability.
Source: Business News Daily
