Employee policy on dating
The exception, of course, is where a supervisor propositions many employees, and only those who acquiesce receive preferential treatment. "No Dating" Policies An employer who wishes to do something about consensual relationships between employees has a couple of options. However, the policy must be carefully drafted to avoid several potential problems.
The first problem is that Oregon law protects spouses who work for the same employer.
So long as the spouses don't supervise one another, a "no dating" policy enforced against spouses would violate this law.
Another problem arises from concerns about an employee's right to privacy while off the job.
An employer may violate an employee's right to privacy by regulating the employee's private off-work relationships.
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.
Business Necessity: Think about your business justification for imposing a consensual relationship policy.
Because men often hold more senior positions in a company, a policy that always penalizes the subordinate (e.g.A rigid zero tolerance policy may result in the loss of two very good employees who fall in love with each other.