Employee dating laws

Employee dating laws

A place where people share a common interest, and spend most of their time, provides the perfect opportunity for love.

While love can make one do crazy things An added complication is that one or both partners involved in a workplace romance may be married or in a relationship outside of the workplace.

If there are not policies, should there be set guidelines?

These are still questions that many companies are trying to answer.

A hostile environment is created by employees (or even non-employees) who, for instance, engage in conversation that is sexually offensive or display sexually explicit pictures.

Employers have a legal obligation to make sure that the workplace is not a hostile environment.

Q: Can my employer retaliate against me for filing a sexual harassment claim? Federal law prohibits retaliation against employees who report unlawful employment practices or who file a claim for workplace discrimination.

Employers may not discriminate in any part of the employment relationship, from job listings, interviews, and hiring decisions, to promotions, benefits, compensation, discipline, layoffs, and termination.

The federal Fair Labor Standards Act (FLSA) sets the wage and hour standards employers must follow, including the minimum wage, overtime, and other wage protections.

While many organizations take a more relaxed stance toward co-workers dating these days, it can cause trouble when you cross into the realm of manager-subordinate romantic relationships.

“Junior-senior relationships in the office can hurt morale and even harm the company if the people involved forget their professionalism,” says Beth P. The relationship can lead to claims of favoritism or cause other co-workers to feel uncomfortable and create a hostile work environment.

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