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Additionally, Powell's study of the literature found that workplace romances are particularly "hazardous for gay and lesbian employees due to negative reactions to homosexual relationships in general." Supervisors will need to know how to address these issues should they arise.
As a result, comprehensive training is recommended.
They also worry about losing valuable employees who might seek employment elsewhere if the relationship ends.
Organizations walk a fine line between ensuring employee productivity and interfering in the private affairs of their employees.
Have a formal, written sexual harassment policy that is posted, appears in the employee handbook and is listed on all company policy documents.
The sexual harassment policy should address how a sexual harassment claim will be handled.
An example is a fraternization policy which you may want to consider.
Make sure that your employees are aware of all the rules and policies regarding workplace romances.
According to Dana Wilkie, an online SHRM editor, periodic surveys by SHRM show that 99 percent of employers with romance policies in place indicate that love matches between supervisors and staff members are not allowed.
That percentage is up significantly over the last fifteen years.
Many organizations forbid intimate relationships even outside supervisory relationships.
One SHRM study found that only 12 percent of the surveyed organizations provided training to managers and supervisors regarding how to manage workplace romances.
A good first step would be to advise supervisors and managers as to how they might discreetly address overt sexual behavior in the workplace.