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Policy against dating in the workplace

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He says: “As for reasonable suspicion, the law does not impose any sort of standard that the employer must meet before taking action.That is to say, the employer does not need admissions from the employees, or explicit emails, or video evidence.If indeed that’s how your company does it, that’s sex discrimination and is illegal.(Or at least it’s illegal if your company is big enough to be covered by federal discrimination statutes — meaning that it has 15 or more employees.) As for the question of whether they need reasonable suspicion, employers don’t generally need “proof” before taking disciplinary action against employees in matter, but because the issue of romantic relations is a sticky one, I turned to employment attorney Bryan Cavanaugh to weigh in.

They grow in-depth relationships that deepen into romance.

The following are factors this business owner and other employers should consider before instituting a policy on workplace relationships: Look at your company culture and applicable laws to decide what type of policy makes sense for your business.

You might have difficulty enforcing an outright ban on all workplace dating.

Favoritism, conflicts of interest, and even sexual harassment complaints can disrupt productivity and influence morale, especially if the relationship sours.

She considers adopting a policy on workplace relationships.