And you can indeed have a policy that requires one of the parties to move on if a relationship happens.What’s not legal, though, is to always have women be the ones who have to leave.
Focus on work and do your job — especially if you want to mitigate gossip.
"No one wants to hear about how deeply you're in love with each other or where you went last weekend or the fight you had in the car this morning," she explains. Again — nobody wants or needs to know about what's happening with your love life.
I carpool with a male coworker, and he and I have become friends.
He would like to hang out and possibly go to the movies and such things together.
“Additionally, if the relationship ends, one of the employees may claim the relationship was not consensual, that the employee was sexually harassed, or that that employee was retaliated against if that employee receives a poor performance review from the former paramour,” says Zoller.
Many experts say it’s important for companies to have policies in place that address junior-senior relationships.
If indeed that’s how your company does it, that’s sex discrimination and is illegal.
(Or at least it’s illegal if your company is big enough to be covered by federal discrimination statutes — meaning that it has 15 or more employees.) As for the question of whether they need reasonable suspicion, employers don’t generally need “proof” before taking disciplinary action against employees in matter, but because the issue of romantic relations is a sticky one, I turned to employment attorney Bryan Cavanaugh to weigh in.
The risk rises when the two members of a couple are on different levels of the org chart.