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Employee viewing pornographic websites We have discovered that our CIO is surfing pornographic websites throughout the day. Moreover, we know that his activity level on these sites increases prior to his going on company business trips. How should we handle this? Each company should have an Internet, e-mail and computer policies to assure proper usage of the company's resources. These policies usually include the company's position on usage of these resources, the right of the company to monitor e-mail and Internet usage and what happens if an employee violates the policy.

This can affect the team, the department, and even the mood of the organization when stress permeates the air.

Sexual harassment involving a supervisor and an employee is illegal. Workplace relationships add an element of complication to the environment even when relationships are between equals. When a supervisor has a relationship with an employee under his management, the dynamics can be toxic for the workplace. Laws exist to protect employees in. Jul 25,   I was a Fortune HR SVP for 10 million years, but I was an opera singer before I ever heard the term HR. The higher I got in the corporate . Nov 25,   A manager or supervisor who dates or becomes romantically involved with an employee creates a serious problem for the company. Dating an employee, and extramarital affairs, even when the employee is not in a reporting relationship, creates serious consequences for the Susan M. Heathfield.

In the metoo era, which took off on social media inheightened awareness of boundaries and the difference between harmless flirting and sexual harassment make workplace dating policies critically important. Waves of executives in positions of authority across all industries most of them men have lost their jobs in the wake of a vocal outcry against using power to extract sexual favors from male and female underlings.

The key to a fraternization policy is to minimize the impact of the things that can go wrong in the workplace while maximizing the powerfully positive cts of employee relationships.

You also want to identify relationships that are forbidden because of their potential impact at work.

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As with any policy, you should develop the policy for the good of the working relationships in a whole group of employees. Don't put a policy in place to control the behavior of a few employees whose behavior is out of line.

It's worth noting that the consequence of a too-restrictive policy is that fraternization policies that prohibit even friendships and associations outside of work cause employees to deceive and cover-up.

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They also encourage gossipjob dissatisfaction, and low morale. The following is a sample of a dating or fraternizing policy that you can use as-is or alter to fit your needs:. A manager or supervisor who dates or becomes romantically involved with an employee creates a serious problem for the company. Dating an employee, and extramarital affairs, even when the employee is not in a reporting relationship, creates serious consequences for the company. It can affect the careers of both employees with regard to advancement opportunities, choices of jobs, and assignments.

Can an Employer Prohibit Employees from Dating One Another?

Clearly, these relationships can result in charges of sexual harassment, years or decades after the fact. If a manager decides to pursue a close relationship with an employee, they need to inform their manager and Human Resources immediately.

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The company will then decide what, if any, actions are necessary to take in regard to assignments and jobs. Consequently, if you have questions or need further clarification, talk with the head of the Human Resources department. Their goal of implementing policies consistently and fairly will help inform your choices.

Disclaimer: Please note that the information provided, while authoritative, is not guaranteed for accuracy and legality. The site is read by a worldwide audience, and employment laws and regulations vary from state to state and country to country. Please seek legal assistance, or assistance from State, Federal, or International governmental resources, to make certain your legal interpretation and decisions are correct for your location.

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The facts before the court did not support the argument that her employment was terminated because of her gender or that she engaged in protected activity. Instead, the court held that it was because of her employer's conclusion that she was dating a subordinate.

Old Wisconsin Sausage Co. Not long after she was hired, a man with whom she was purportedly in a long-term relationship applied for a position within the company.

While the plaintiff took part in the applicant's interview process, she did not advise the company that she was in a long-term relationship with him. Once he was hired, he began reporting to her but she did not disclose any relationship with him to management. In Novembermanagement received complaints from three employees that the plaintiff and her subordinate were in a relationship and that her supervision of him constituted a conflict of interest.

Hr manager dating an employee

At the time, the company had an informal policy whereby, upon receipt of a complaint of a relationship between a supervisor and a subordinate, management would meet with the supervisor to discuss the matter. Notably, the company applied this policy to male and female supervisors alike. During a meeting to discuss the complaints, the plaintiff denied any ongoing relationship with her purported boyfriend. Upon being asked whether she had ever been in a romantic relationship with him, she refused to answer, stating that the line of questioning was "borderline sexual harassment.

Ultimately, the company decided to terminate the plaintiff's employment in April As the basis for its decision, the company relied on, among other asserted deficiencies, the plaintiff's false and misleading statements relative to her relationship with her subordinate. Following her discharge, the plaintiff filed a claim under Title VII asserting that the company's decision to terminate her employment was based on her sex.

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She also asserted a retaliation claim under Title VII. In support of her discrimination claim, the plaintiff relied on the following, as well as other, allegations: a manager suggested that she lead the company's Weight Watchers program, she was told that she did not dress formally enough for her position as an HR manager, and she expressed concerns that a deserving female employee did not receive a bonus.

The plaintiff also relied heavily on the company's interview of her regarding her relationship with her subordinate.

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In examining the plaintiff's allegations, the court began by noting that most of them had nothing to do with the challenged adverse employment action-her termination. Furthermore, the court reasoned, a reasonable fact-finder could not conclude that the company's decision to terminate her employment was based on her sex. The request that the plaintiff serve as the point of contact for a wellness program was consistent with her human resources role.

Further, the plaintiff failed to present any evidence, beyond her own conclusory statements, to suggest that the comments regarding her dress had any relationship to the fact that she was a female. Finally, the court noted that after the plaintiff raised her concern that a female employee had not received a bonus, the company, in fact, paid the bonus amount.

Things People Say To HR - The Timeliners

Regarding the plaintiff's assertion that she was subject to discriminatory questions regarding her relationship with her subordinate, the court pointed to the fact that the company also questioned male supervisors who were dating subordinates.

In short, the court concluded that rather than demonstrating that similarly situated male individuals were treated differently, the evidence indicated that they were treated the same.

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In rejecting the plaintiff's retaliation claim based on her perception that she was subjected to "borderline sexual harassment," the court stated that while protected activity can include opposition to discriminatory conduct, the employee must have a good-faith and reasonable belief that the conduct she is opposing is unlawful.

However, given the company's uniform application of interviewing male and female supervisors alike regarding their relationships with subordinates, the evidence did not support a good-faith or reasonable belief that the questioning constituted sexual harassment under Title VII.

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Professional Pointer : Employers should ensure that policies and procedures are applied in a uniform and consistent manner to similarly situated employees.

Such consistency can serve as a critical fact in defending discrimination and retaliation claims. Jonathan E. Was this article useful?

Jan 07,   Legally speaking, in most states an employer can enact a policy that prohibits employees from dating one another. (Check your state and local laws for exceptions, which do exist and are usually centered on employee privacy or limitations for employers on prohibiting nonwork activities.) However, even if legal, banning any work romantic. Whether it is against company policy or not, which it is in most organizations, to date an employee, a manager should never do so unless they are prepared to open up a huge can of worms both professionally and personally. No matter whether your job is blue collar or white collar, you need the respect of the people you supervise. One way to earn respect is to treat . May 18,   A: There are numerous ethical issues involved in an owner or CEO or, really, any manager dating an employee. You and your partner need to see your attorney as well as an HR expert, but first you Author: Gael O'brien.

SHRM offers thousands of tools, templates and other exclusive member benefits, including compliance ates, sample policies, HR expert advice, education discounts, a growing online member community and much more. You may be trying to access this site from a secured browser on the server.

ETHICS & ISSUES. 09/10/ Employee viewing pornographic websites. If an HR Manager is dating another employee within the same company he or she should disclose the relationship. "In a perfect world, a manager should never be dating a direct report, but it does occasionally happen as a result of working together for a long period of time. It's a can of worms if the couple ultimately break ups or one of them retaliates, so the best thing for employees to do is get out in front of it and inform HR. If you find that your work is affected by dating a colleague, seek counseling from your manager, HR or specialized employee (e.g. company psychologist). Acceptable behavior We expect you to always behave appropriately and follow our Code of Conduct.

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