Samson ended up settling with Chan for ,000 and a favorable letter of recommendation.() Sexual Favoritism Employers must also be aware of any sexual favoritism that may result from romantic relationships.
() Indeed, relationships that begin as consensual between supervisors and subordinates may later form the basis of a lawsuit.
Sexual Harassment If employers do not take swift, proper action upon discovering a romantic workplace relationship, they may be faced with claims of sexual harassment.
(See ) Once an employer learns of a romantic workplace relationship, the employer should immediately explore all options and take non-discriminatory corrective action.
Pursuant to a policy, employers can reassign or transfer one or both of the employees.
While the idea of having an office sweetheart may boost some employees’ morale, romantic relationships in the workplace can create employee dissension and legal liability for employers.
Relationships Between Supervisors and Subordinates While any relationship between employees may cause problems in the workplace, the level of exposure to employers increases when a romantic relationship develops between a supervisor and subordinate.
They should not ignore some relationships while taking action against other relationships.
Employers should regularly circulate policies with their personnel rules or memorandum of understanding.
Employee Privacy Regardless of any policy about dating in the workplace, an employer ultimately may not be able to prevent two employees from engaging in a personal relationship outside of the workplace.
Also, employees can in some circumstances make arguments that they have an expectation of privacy in their personal off-duty relationships.
A “love contract” is an agreement that affirms that the relationship is consensual and that the employees’ understand the employer’s anti-nepotism, anti-fraternization, harassment, and retaliation policies.