Although Valentine’s Day has come and passed, the possibility of a workplace romance may still be present, especially as spring approaches. From an employer’s perspective, there can be questions as to whether official corporate policy should even address the topic of workplace romances.
In a recent survey by the online job site Monster.com, over half of American employees stated that they would avoid dating a coworker, out of fear of endangering their careers. It’s easy to imagine some of the potential complications.
In a recent Second Circuit Court of Appeals case, for example, an employee claimed Title VII sex discrimination and a hostile work environment because a supervisor allegedly gave preferential treatment to another employee he was dating. Although the employee did not prevail in court, the lawsuit was still damaging to the employer: economically, due to the cost of defending against the lawsuit, and in terms of reputation from the media coverage of the lawsuit.
As a matter of law, sex discrimination under Title VII may require more of a showing than simple favoritism or preferential treatment of a coworker, even if motivated by an alleged romantic relationship. However, to avoid the fiasco of an employment discrimination lawsuit, many employers adopt policies that prohibit supervisors from dating subordinates.
Alternatively, companies might provide guidelines for professional conduct in the workplace, rather than expressly forbidding workplace romances. Such policies can be formalized in employment manuals and handbooks and/or presented in trainings by the company’s human resources department. In that regard, an employment lawyer might lend a skilled eye to suggested best practices and recommended conduct.
Source: Sun News, “Romance at work may be a bouquet of trouble”