Dating relationships with coworkers atmos clock dating
At some time during your working life, you may have dated, or even married, someone you met at work.
If you haven't, then the odds are that you know someone who has.
There are greater questions of invasion of privacy for governmental employers and employers who must prove "just cause" for termination.
Flexibility: Consider how flexible your policy should be.
For example, employees often go to lunch together, may go out for a happy hour drink, or may attend a BBQ or picnic with one another.
The policy should define if and when these activities are to be considered "dating." Public & "Just Cause" Employers: A governmental entity or a company with a "just cause" termination policy must approach no dating policies with great care.
Example: A young employee and her boss engaged in consensual sexual intercourse on four occasions.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.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.In addition, any policy that prohibits co-worker dating should have an exception for employees who are married to one another.Definitions: A "no dating" policy must describe what "dating" is.Often, an employee will argue that he or she was an unwilling participant in a relationship that merely appeared to be consensual.Even a consensual relationship, if it goes sour, can result in unwelcome advances, stalking, or other predatory conduct.Therefore, the participants in a truly "consensual" relationship cannot prove sexual harassment.The difficulty for the employer is proving that the relationship was consensual.