Policies on dating in the workplace
Banning office relationships outright is not realistic, as the statistics show, so hoping for the best while being prepared for the worst is the next best thing. When it comes to an attraction as strong as love (or lust), there's little employers can do to prevent employees from exploring those emotions on their own time."Employers may consider including training modules on how to handle romantic relationships among employees and should thoroughly investigate all claims and promptly take appropriate action," Dikas said. Inevitably, these relationships can affect the workplace for better or worse, but preparing for the worst while hoping for the best is always a wise course of action. Uzialko, a New Jersey native, graduated from Rutgers University in 2014 with a degree in Political Science and Journalism & Media Studies.Having a plan in place and a process hammered out for the romantic partners to follow when their office romance begins can help prepare management for any potential issues and cover your business's bases to the greatest extent possible."Workplace relationship policies should place requirements on employees to adhere to the company's anti-harassment policy and its reporting mandates," Dikas said.
"Having well-developed policies is important, but it is equally important that the policies are communicated to employees and that managers are thoroughly trained on how to handle sexual harassment complaints," Dikas said.That might not be the case, according to a survey conducted by Vault.com, which found 58 percent of employees surveyed have engaged in office romances.And as workers get older, the likelihood of participating in such a workplace relationship increases: 72 percent of workers age 50 and older reported having at least one romantic workplace relationship during their career.Moreover, many employees view a workplace relationship as a purely personal matter.
Of the survey respondents that engaged in an office romance, 75 percent believed the relationship didn't affect anyone besides themselves and the other participant."The negatives can be managed by employers addressing workplace relationships head-on," Dikas said.