An accountant who pays the expense and travel reports of the staff member he or she is dating could prompt concerns of impropriety. Be sure your harassment policy includes a course of action for people who feel threatened or harassed on a personal level at work.
Communicate these steps to employees and make it clear that sexual harassment should be reported and that it will not be tolerated.
Both employees and managers received training about what sexual harassment is and what to do if it occurs, Olson said, adding that it's important for the employees to know that they are protected and that managers are receptive to their concerns.
DO IT [top]Develop a policy that prohibits employees who are dating managers or supervisors from reporting directly to them.
If you, as the company's CEO or owner, are involved with an employee, report the relationship to the supervisor of the human resources department.
Your openness will help to dispel rumors and claims of favoritism.
Employees usually work 12-hour days and often socialize together outside of the office.
Working at the company, there are two married couples and others who are dating, Olson said.
The company should also have a policy regarding sexual harassment.
Employee fraternization is defined as a relationship that falls outside of normal work-related interactions and communications, which is usually (but not necessarily) romantic or sexual in nature.
Employee fraternization won't automatically have a deleterious effect on the company or other colleagues that work with the couple in question, but it can be problematic, particularly if there is an innate imbalance of power between the participants, such as if a supervisor dates a subordinate.
In this Quick-Read you will learn: Avoiding sexual harassment Flirtation becomes sexual harassment when employee A refuses employee B's invitations or advances and B persists by asking A out again.
Sexual innuendos, jokes or inappropriate physical contact can also be considered harassment.