Employee viewing pornographic websites We have discovered that our CIO is surfing pornographic websites throughout the day. Moreover, we know that his activity level on these sites increases prior to his going on company business trips. How should we handle this? Each company should have an Internet, e-mail and computer policies to assure proper usage of the company’s resources. These policies usually include the company’s position on usage of these resources, the right of the company to monitor e-mail and Internet usage and what happens if an employee violates the policy. Some companies go a step further and include a statement that prohibits employees from viewing pornography while at work. If this policy is included in your employee handbook, review the policy and take appropriate action.
Kiss and tell? HR’s role in relationships at work
The subject who is truly loyal to the Chief Magistrate will neither advise nor submit to arbitrary measures. This article was published more than 6 months ago. Some information in it may no longer be current. Office romance, even when consensual, can ignite workplace disputes and sexual-harassment complaints. For these reasons, many companies are making workplace romance their business by establishing policies prohibiting intimate relationships among co-workers.
Employees who cross or blur those lines may put their jobs at risk.
Let’s face it, workplace dating and relationships happen all the time. If you think about how much time we spend at work with our co-workers, it’s not all that surprising. Of those who had never been in a workplace relationship before, 20 percent had chosen to abstain because they were apprehensive about the potential for sexual harassment claims. Interestingly, only two percent of all the employees polled by SHRM admitted to currently being involved with a colleague, possibly because they feared being discovered by others.
With increased awareness of inappropriate behavior and more cases of sexual harassment made the news each week, these office romances seem to be slowing down some due to worries over being misinterpreted. To many, the rejected advances of a co-worker can go dangerously wrong, leading to claims of sexual harassment, stalking, and even violence.
Dating a Coworker: HR Policy Best Practices for Office Romances
Add or delete parts to communicate applicable rules regarding romantic relationships in the workplace and preserve harmony and fairness among all employees. We also set some standards for acceptable behavior when flirting with colleagues. This policy applies to all our employees regardless of gender, sexual orientation or other protected characteristics.
Avoid these problems by focusing on employee job performance. With the help of a lawyer and your human resources team, establish some workplace guidelines.
Should you date a coworker? If you still want to move forward, research shows that your intentions matter. Many companies prohibit employees from dating coworkers, vendors, customers, or suppliers, or require specific disclosures, so be sure to investigate before you start a relationship. Lots of people meet their partners at work , and yet dating someone in the office is often frowned upon. Some companies even have explicit policies against it. So what if you and a colleague have been flirting and might want to explore a relationship?
Should you steer clear?
Ask HR: Do I really need to tell my company that I’m dating someone in my office?
Looking for an easy way to keep up on the latest business and HR best practices? Join our growing community of business leaders and get new posts sent directly to your inbox. Workplace romances tend to be the stuff of legend — either because a department or entire company got dragged into the drama, or the couple lives happily ever after. Rarely is there a middle ground.
All wage employees (regardless of hire date) are covered under university Human Resources policies. North End Center, Suite () Turner Street.
A reader asked an excellent question. She wanted to know how Human Resources practitioners kept up-to-date on Federal and state policy issues that affect Human Resources. Laws and policies are ever-changing and they vary from state to state and in various world-wide countries. The variation is even greater if you serve an international team because you have employees in more than one country.
She asked if a database or some other resource existed that will help HR practitioners keep track of state, Federal, and international HR-related policies? Lacking a single source to recommend for keeping up-to-date with the US and worldwide employment laws and regulations, most HR managers have cobbled together a number of ways to keep track of changing laws and policies.
Most people who work in HR have created a similar list. It’s not the best, but it does help keep HR managers up-to-date on the laws and regulations. This is increasingly important in this litigious world in the US. Worldwide is perhaps better but you still want to follow the law. Employment law questions are part of the workday, pretty much every day, when you work in HR. It seems that every employee’s situation is an exception so you struggle to treat employees fairly and with a consistent approach.
You want to make wise decisions for the business but you want to look out for the interests of employees as well.
How to Approach an Office Romance (and How Not To)
With the amount of time spent at work, it may not be surprising when romantic relationships develop between employees. When they do, concerns about favoritism, bickering, conflicts of interest, and sexual harassment may arise. With Valentine’s Day just a few days away, here are some do’s and don’ts for addressing workplace dating. Look at your company culture and applicable laws to decide what type of workplace dating policy makes sense for your business.
You might have difficulty enforcing an outright ban on all workplace dating. However, employers may discourage workers from entering relationships when there might be a conflict of interest, such as a supervisor-employee relationship, or an HR-manager relationship.
The digital revolution is having a profound impact on the nature of job roles, requiring employees to be increasingly flexible and willing to learn. LEARN MORE.
Dating in the Workplace: To Date or Not to Date?
Members may download one copy of our sample forms and templates for your personal use within your organization. Neither members nor non-members may reproduce such samples in any other way e. Employers have a legitimate interest in preventing potential conflicts of interest between romantically involved managers and subordinate applicants or employees, the 7th U.
Circuit Court of Appeals ruled. A former human resources manager could not proceed to trial with her Title VII of the Civil Rights Act of sex discrimination and retaliation claims, the 7th Circuit decided. The facts before the court did not support the argument that her employment was terminated because of her gender or that she engaged in protected activity.
Get more HR and employment law news like this delivered straight to your which prohibits dating or sexual relationships between employees.
When does a relationship at work need to be declared? Virginia Matthews reports. While many couples may react to the disclosure rules trend by keeping their liaison strictly hush-hush, office gossips remain a tireless and extremely helpful source of information for HR, she adds. In May, Ipswich Borough Council made headlines when it introduced a new code of conduct making it obligatory to report to line managers short-term sexual flings as well as long-term relationships, but to Helen Farr, a partner in the employment group at city law practice Fox Williams, concern over the impact of even transitory love affairs between colleagues is not restricted to town halls.
Put in place a policy on personal relationships at work. Although organisations may opt for different strategies for dealing with workplace flings — some more draconian than others — no single approach is free from the risk either of a future sex discrimination or harassment claim, or possibly a privacy challenge under human rights legislation, she believes. Despite the obvious complications of kiss-and-tell policies — for example, when exactly should a relationship be reported?
After a first date or only when full consummation has taken place? Either the relationship ends — or the relationship advances — which makes some promotion decisions challenging. Aside from our commitment to meritocracy and fairness potentially being jeopardised, there could also be an issue of sensitive information being used as a lever of power. Yet according to other employers, any move to immerse love and romance in HR processes should be resisted, not simply because it smacks of snooping, but because the majority of sexual dalliances between colleagues are fleeting and may even be good for business.
For those who choose not to spill the beans, however, there is the ever-present danger of the rumour mill. If the perceived unfairness results in them leaving the firm, there may even be a case of wrongful dismissal to answer. For those reasons, we are very relieved when we learn about a relationship, even if the information is second hand.
Employee Dating Policy
It is common for relationships and attractions to develop in the workplace. As an employer, it is important to ensure that these circumstances do not lead to incidents of sexual harassment. Sexual harassment is any unwanted or unwelcome sexual behaviour where a reasonable person would have anticipated the possibility that the person harassed would feel offended, humiliated or intimidated. It has nothing to do with mutual attraction or consensual behaviour. The fact that two individuals have been in a consensual sexual relationship does not mean that sexual harassment may not occur following the end of the relationship.
Example: A young employee and her boss engaged in consensual sexual intercourse on four occasions.
By Bridget Miller, Contributing Editor Jan 7, HR Management & Compliance Many employers see the idea of employees dating one another as.
Vanderbilt 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, patient care and community service. This policy provides guidelines for visitors in the workplace, family members working at Vanderbilt and relationships at work. Children, family members, associates or friends are welcome for occasional, brief visits in the workplace.
However, children may not visit the workplace if their presence conflicts with department policy, federal or state law. Employees may bring children to appropriate University-sponsored programs and activities. As a large employer, Vanderbilt does have members from the same family who work at the University. However, employment of family members in situations where one family member has direct influence over the other’s conditions of employment i.
For the purpose of this policy, family members are defined as spouse, domestic partner, daughter, son, parent, grandparent, grandchild, sister, brother, mother-in-law or father-in-law. In any case, when employees are unsure about a potential conflict, they should fully disclose the circumstances in writing to their supervisor. If one family member has influence over another family member’s conditions of employment, the following should occur:.
In collaboration with the supervisor, the involved employees will be provided thirty days to make a decision regarding a change.