“Sometimes referred to as `fraternization` or `anti-dating,` these rules are usually designed to manage romantic relationships in the workplace,” said SHRM (the Society for Human Resource Management, based in Alexandria, Virginia). And they exist for a good reason. SHRM refers to research from CareerBuilder that shows that 36 percent of employees were with a colleague – 30 percent say they saw someone in a higher position than their own – and 22 percent were involved in a romantic relationship with their boss. What could go wrong? Many, as confirmed by recent newspapers. This agreement is confidential and is not intended to penetrate the privacy of employees, but confirms that both employees have received all relevant instructions and agree to abide by them. The social relationship is not contrary to the employer`s anti-discrimination and harassment guidelines and participation in the social relationship has not been imposed as a condition or duration of employment. Kluger recommends a culture of transparency when it comes to employee relations. A consensual relationship contract offers employers a management tool. The contract can be short, he says, simply a signed document that says a couple is in a consensual relationship, with the promise to inform the employer if their status changes.
(XpertHR provides a standard contract. Connections required.) Although romantic relationships are quite common in the workplace, you have reason to worry about staff dating. “When he ended the relationship, she filed a complaint of sexual harassment and he was eventually forced to leave the company,” Wobber says. “If there had been a consensual relationship contract, the allegation of sexual harassment might not have occurred. In addition, if these contracts had existed in his company, the human resources department would have had the opportunity to get involved and inform the manager of the consequences if things had gone wrong. “Staff will behave professionally towards each other at all times, even if the social relationship ends. The #MeToo movement is prompting many employers to reconsider their views and practices with respect to labour relations, particularly dating relationships and the extent to which organizations, including credit unions, should take steps to monitor or manage them. Surveys have shown that about 60% of people have a relationship with a colleague and that meetings between colleagues are almost inevitable in your workplace. It can cause headaches when relationships are angry or if romance is one-sided, and create hostile work environments, when workers applaud favoritism. But what can be done about it? The answer may be to get your beloved employees to sign an amicable relationship agreement. The social relationship is the welcome and consensual of both employees.
Any employee can end their relationship at any time without suffering retaliation in the workplace. In such a case, no staff member will seek or accept a direct supervisory relationship or relationship with the other. Where applicable, [supervisory staff] shall not participate in discussions or decisions relating to conditions of employment, including those relating to duties, assessments, discipline or dismissal, remuneration, planning, promotion or degradation and development. Staff will not participate in behaviours that could reasonably be considered by staff to be favouritism. .