Therefore, it is important to be informed of the risks of a liaison in the workplace. With a workplace romance, especially a relationship involving a supervisor and subordinate, there is some risk that an employee will claim that a relationship was involuntary. To mitigate this risk, some employers require employees to disclose any workplace romance and enter into a consensual relationship agreement, commonly referred to as a “love contract.” A romantic contract is a written confirmation signed by the two employees involved in a relationship, confirming the voluntary and reciprocal nature of the relationship. Typically, a love contract states that both employees have received, read, and understood the company`s anti-harassment policy and that the relationship does not violate the policy. Love contracts can be perceived negatively by employees, so it is advisable to carefully weigh their pros and cons. While it is difficult to take a position on this issue, it is important to remember that workplace liaison can have serious consequences for everyone involved. This can be disruptive and lead to decreased productivity as well as tension and conflict between employees. If you are considering or being affected by a workplace affair, it is important to understand the consequences and seek help if necessary. Romances between colleagues, and especially extramarital affairs, tend to raise eyebrows.
So how should a manager or HR manager handle this? Open an investigation as soon as the relationship is flagged as a problem. If you don`t, other employees may feel that the company doesn`t take inappropriate behavior seriously. You might also think that you care more about your company`s reputation than possible wrongdoing. Keep in mind that it can be difficult to enforce a comprehensive “no relationships” policy, so be tactful and professional, according to SHRM. If the relationship presents a conflict of interest, could compromise the company`s reputation, or affect employee morale or productivity at work, the longer you wait, the more damage the situation will cause. Talk to the people involved and make sure everyone is on the same page. Be sure to speak professionally with the company`s goals. Whether two people involved in a work romance are married or not, it has an obvious impact on their work environment. Not only can this hurt morale, but it can also reduce productivity in the workplace, especially if public expressions of affection or flirting make other employees uncomfortable.
Other adverse situations include a supervisor`s favoritism towards a subordinate because they are together or romance leads to a bad breakup where employees feel they have to take sides. Worst-case scenarios are when office affairs lead to allegations of sexual harassment because the relationship ends or one party feels upset. No employer or small business wants a romance at work to escalate into a claim. While there is no law prohibiting discrimination on the basis of marital status for most small businesses, rejection of an extramarital affair in the workplace can expose a small business to discrimination complaints. For example, if a small business owner treats two single employees who are in a relationship differently than two married employees who are having an affair, they could face a claim based on discrimination based on marital status. Such questions “often cause turbulence and can disrupt the workplace for years,” said Chris W. McCarty, labor attorney at Lewis, Thomason, King, Krieg & Waldrop in Knoxville, Tennessee. Apparently, workplace romances fell on Valentine`s Day, according to a survey by CareerBuilder. Nearly 25% of those who reported a workplace romance said they were related to a married colleague. If you work close to others, chemistry will take place. But do small businesses and employers treat romance between married workers differently than work romance between two singles? Does creating a policy hurt or help a small business? And finally: is marital status a protected class under the EEOC? Do you think a blanket ban on office business would be the best solution? Well, you have that right.
According to the HRA 1998, your employees have a right to privacy. And even if you ban relationships in your workplace, you have no way stopping two employees from starting a romance without your knowledge. Romances in the workplace are inevitable. According to a recent survey by the Society for Human Resource Management, one in three American adults is or has been in a romance at work. Given this reality, coupled with the #MeToo movement and the resulting renewed focus on preventing sexual harassment in the workplace, it is important to have a basic understanding of the key practical and legal issues related to labour relations. Here are answers to five frequently asked questions. Nearly a quarter of workers who reported workplace romance said their affair involved someone married at the time, according to the results of a CareerBuilder survey. Gossip. Treachery. Low morale.
Respect for leaders is declining. What workplace event could cause all these things? An extramarital affair. While some workplace romances end in marriage and a “happy life,” others have devastating consequences for the people involved and the company. This is especially true if one of the parties is married or if the relationship is an inappropriate superior-subordinate relationship with unbalanced power. If you`ve received reports of an office affair or notice signs of workplace problems, look at the big picture and consider the impact on the company`s morale and reputation. “Employers simply cannot prohibit the reality of romance in the workplace,” said Johnny Taylor, President and CEO of SHRM. Instead, they should reflect on their culture and ensure that their approach is timely, realistic and balanced to protect employees while giving them the freedom to romanize responsibly. Robert Duston provided a list of do`s and don`ts from his experiences with labour relations and investigations. In any professional environment, it is important to maintain a certain level of professionalism and respect for your employees. However, sometimes personal relationships can develop in the workplace. While these relationships can be positive, they can also lead to problems if not managed properly.
According to Carlin, the bottom line is that the workplace isn`t the place to have a romantic relationship that you need to keep secret. This will lead to difficulties for you and your business – everyone thinks their situation will be different, but this is never the case. Harassment often occurs through digital communication and in the workplace, often via an employer`s phone, computer or network.