If you allow a hostile environment to continue, even if created by an outsider, you are condoning harassment, and that is not going to play well in court. You need to research the law, generate legally correct policies, write training materials, follow complex procedures for complaints, investigate thoroughly, but not too thoroughly, and fully document every step of the way.Management must take action, talking to the outsiders, and if necessary, to their management, requesting that they be reassigned. Just gathering the resources for your program could take days. Introducing BLR’s Sexual Harassment Essentials Kit. It’s all you need to create and implement a program, in one instantly available, remarkably affordable, download package, with satisfaction guaranteed. Legally speaking, in most states an employer can enact a policy that prohibits employees from dating one another.(Check your state and local laws for exceptions, which do exist and are usually centered on employee privacy or limitations for employers on prohibiting nonwork activities.) However, even if legal, banning any work romantic involvement can come with its own consequences.Even more shocking is that 40% of those 18-29 year olds would date their supervisors.According to a Career Builder survey, interoffice dating has a fairly high success rate--of the 38% of people surveyed that dated a co-worker at least once, 31% went on to marry that co-worker! If you believe the stats of new employees entering the workforce, it might seem so.As the old saying goes "you don't dip your pen in the company ink." In other words, you shouldn't get into a dating or sexual relationship with a co-worker.
Enforcing these policies can take their toll on a company. Earlier this year, Best Buy's chief executive, Brian Dunn, stepped down after an investigation by the board discovered he had shown "extremely poor judgment" with a 29-year-old female employee.is not responsible for any loss, injury, claim, liability, or damage ("damages") related to your use of the Site, whether from errors or omissions in the content of the Site or any other linked sites.We are not responsible for any damages from the Site being inaccessible to the user and use of the Site is at your own risk.Disclaimer: The information provided in this site is not legal advice, but general information on human resources issues commonly encountered.Totally Local HR.com's Employee Handbook Service is not a substitute for an attorney or law firm.The employers may fear: Can an Employer Prohibit Employees from Dating One Another?