No dating in the workplace policy

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In accordance with Case’s employment policies, the basic criteria for employee selection or promotion shall be appropriate qualifications in terms of education, experience, training and performance, consistent with Case’s needs.Relationships by family, marriage, domestic partnership and/or similar personal relationship shall constitute neither an advantage nor a disadvantage to selection, promotion, salary, or other conditions of employment.When relationships develop into situations that may be viewed as harassment or discrimination, staff members should refer to the Affirmative Action and Equal Employment Opportunity Policy (I-1) and Sexual Harassment Complaints Procedure (I-1a).If questions or concerns arise regarding potential harassment or discrimination, the staff member should contact the Office of Equal Opportunity and Diversity.Case is a community that values an environment of inclusion, trust and respect as beneficial for the working and learning environment of all its constituents.Romantic or sexual relationships may occur in a University environment.If you are going to have a dating policy that allows employees to engage in a romantic relationship, it is essential to communicate what behaviors are appropriate for their interactions at the workplace during work hours.

When dealing with office romances, it is important to clearly communicate the expectations of the employees from the very start.In relationships with students, the staff member is expected to be aware of his/her professional responsibilities and to avoid apparent or actual conflict of interest, favoritism or bias.Allegations, reports or other information concerning an unreported inappropriate relationship where one party has evaluative or supervisory responsibilities over the other party will be investigated.When staff members interact with students, staff members are frequently in a position of trust and influence.These relationships must not jeopardize the effective functioning of the University by the appearance of either favoritism or unfairness in the exercise of professional judgment.

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