As HR consultants, from time to time we have wondered whether there should be a crackdown on dating or fraternization between employees. Over the years, it is become more more problematical with the HR department, with one war story after the other of the problems that ensue. Freedom and openness has given rise to intolerance because of the abuses and effects overall in the workplace.
Hence, for those HR professionals who wish to implement a “no dating policy”, the following provision can be inserted in your Employee Handbook:
“Company wishes to take all steps necessary to ensure a productive, amicable and stress-free work environment. One of the issues that has arisen in this regard is the propriety of dating between co-employees. Although Company acknowledges that dating and romantic relationships can be the private affair of the employees and can occur after hours or on weekends, these relationships unavoidably have an effect and “spillover” into work hours. As a result, problems have been observed over the years in a number of instances. Some examples are as follows:
- Other employees feeling uncomfortable observing such relationships;
- The involved employees spending personal time together during working hours;
- The detrimental effects when a relationship ends, which at times can be anything but amicable;
- Leading to inappropriate workplace conduct in the form of physical signs of affection;
- Interference with productivity;
- The inherent problems with a relationship between supervisors and subordinates;
- The perception from other employees that one of the members of the relationship is given preference by another, especially in a managerial position;
- Personal emails and texts between the involved employees during working hours;
- The possibility of accelerating into sexual harassment or the exchange of inappropriate photos/texts.
For this reason, it is the policy of this Company to forbid sexual, dating or romantic relationships between co-employees.”
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