In addition, any policy that prohibits co-worker dating should have an exception for employees who are married to one another.
Definitions: A "no dating" policy must describe what "dating" is.
by requiring termination or transfer) may create sexual discrimination liability.
When enforcing a "no dating" policy, the employer must be careful to penalize both sexes equally.
There are greater questions of invasion of privacy for governmental employers and employers who must prove "just cause" for termination.
Flexibility: Consider how flexible your policy should be.
For example, morale will likely suffer if a company that employs many teenage or college-age employees also imposes a "no dating" policy.
The policy must clearly state whether dating among employees is prohibited or merely discouraged.So long as the spouses don't supervise one another, a "no dating" policy enforced against spouses would violate this law.Another problem arises from concerns about an employee's right to privacy while off the job.For example, employees often go to lunch together, may go out for a happy hour drink, or may attend a BBQ or picnic with one another.The policy should define if and when these activities are to be considered "dating." Public & "Just Cause" Employers: A governmental entity or a company with a "just cause" termination policy must approach no dating policies with great care.In a consensual relationship between a supervisor and a subordinate, the subordinate often is the recipient of preferential treatment.