Love is in the Air at Your Workplace. Are You Prepared?

With Valentine’s Day around the corner, love is not only in the air, but it’s likely in your workplace, too. Thankfully, it’s not illegal to have romantic relationships at work; however, companies should have a plan to manage these types of relationships. Will your current policies and practices protect your business if a workplace romance turns into a liability?

Does your management team know how to respond to a supervisor/subordinate relationship, where to direct an employee facing harassment from an ex, and when to report that a colleague is having an affair at work? Not all relationships create drama, but a company should be prepared to manage the unexpected.

Policies and Practices on Workplace Relationships

Your employee handbook should contain established protocols for managing all kinds of workplace relationships.

• Harassment Policies: You likely have this policy in your handbook, since the Civil Rights Department (CRD) requires employers to have a harassment prevention policy. What you might not realize is that included in this policy are specific definitions and examples of harassment and hostile work environments, which can frequently arise from a failed affair or relationship. Members can access this policy CEA Members can access a Policy Against Discrimination, Harassment, and Retaliation here.
• Dating or Fraternization Policy: This type of policy guides employees to report the onset of a relationship and often discourages dating between a supervisor/subordinate and requires a transfer of departments or change in reporting structure as a solution.
• Ethics and Code of Conduct: These policies restate the expectation of professionalism in the workplace to ensure all employees are behaving in an ethical and responsible manner.
• Open Door Policy: This common policy directs employees on how and who to report concerns to and informs them that there will be prompt action to find a resolution.
• Love Contracts: Some organizations will require employees to sign a Consensual Relationship Agreement which confirms the relationship is voluntary and reminds the employees of the policies above.
• Training Requirement: The Fair Employment Housing Act (FEHA) requires employers to provide anti-harassment training to all employees and supervisors within six months of hire or promotion. Having this compliance requirement in check will remind employees about acceptable behavior both in and out of work. It will also help train your managers spot problems or concerns and address them quickly.

When Relationships Sour

While training, posters, and open-door policies are great prevention tools, when the sting of Cupid’s arrow turns sour, a prompt response is recommended. Depending on the severity of the complaint, a workplace investigation may be required. Conduct a prompt and thorough review or investigation into the matter and use your policies as guidance on how to respond.

Bring in Back Up

Call, chat, or email CEA for assistance in creating policies, conducting investigations, or discussing those sticky situations. Check in with your employees through employee surveys or an anonymous Employee Action Hotline. We’re here for you!