Workplace Dating: Communicating your Policy

People meet in the workplace. Sometimes, they flirt, and that may lead to dating, relationships, and marriage. On the other hand, flirting may lead to friction, disagreements, and trouble. What’s a business owner to do about workplace dating, and how can your HR software help?

Sample Workplace Dating Policy

In April of this year, The Society of Human Resources Management (SHRM) published a model policy on workplace dating. While it is too long to quote here, the policy objective is clear:

[Company Name] strongly believes that a work environment where employees maintain clear boundaries between employee personal and business interactions is most effective for conducting business and enhancing productivity. Although this policy does not prevent the development of friendships or romantic relationships between co-workers, it does establish boundaries as to how relationships are conducted during working hours and within the working environment.

Individuals in supervisory or managerial roles, and those with authority over others’ terms and conditions of employment, are subject to more stringent requirements under this policy due to their status as role models, their access to sensitive information, and their ability to affect the terms and conditions of employment of individuals in subordinate positions.

This policy does not preclude or interfere with the rights of employees protected by the National Labor Relations Act or any other applicable statute concerning the employment relationship (SHRM).

Because business owners have a coinciding concern with the potential of sexual harassment charges, most of the policies out there focus on relationships between managers and workers. However, many relationships originate in peer contacts, social networking, and contacts outside the workplace.

Romance off limits?

Business owners are caught in an amorphous climate of regulation, court decisions, and human nature. Employees have extensive privacy rights. They are shielded against harassment and retaliation; nonetheless, they pursue shallow as well as deep relationships that arise in the convenience of the workplace. Workplace dating is inevitable – you can’t prevent it, but you can try to guide it.

Policy options include:

• The “Love” Contract which requires involved employees to inform management of their consensual relationship with a vendor, supervisor, or another employee. This contract warns against any potential conflict of interest or public display of affection at work.
• A No Dating Policy will “prohibit” fraternization. It forbids all romantic relationships, regardless of sexual orientation. Such policies offer businesses some protection against charges of enabling a hostile work environment. However, enforcement and follow through are particularly difficult, especially among younger employees who socialize after work.
• Vertical prohibition policies focus on relationships between managing supervisors and their subordinates. These vertical organizational situations invite abuse and harassment or the claims of mistreatment. Any employer wants to prevent the personal and corporate risk in such relationships. A prohibitive policy at least begins a defense against the charge of enabling a hostile workplace environment.
• A Do Nothing Policy which lets harassment and discrimination rules stand alone. However, make sure you have a policy prohibiting & enforcing these rules.

HR software helps out.

Dating policies are employee handbook material, but HR software systems provide a simple and accessible communication tool. It can publish the company position as part of the employee’s onboarding, and it can repeat the policy and broadcast scenarios of use and abuse.

HRIS programs offer a means to training and continuing education accessible in real time and scheduled time 24/7. Thanks to the HRIS, employees can access the workplace dating policy, how to deal with it, and how to respond to policy abuse from any internet capable device. If such access does not prevent workplace dating, it surely will confirm the business’s defensive position.