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Business owners have plenty of workforce management challenges to face on a daily basis. This can make some of the less prevalent ones a little difficult to catch. If you own a business, it is advisable to have a written policy in place related to the prospect of an office romance. If an office romance goes unnoticed your company could potentially be at risk.
More than 50% of people surveyed said they participated in some type of office romance. These romances can form lasting relationships, but if the rules are not mandated, the chances of lost productivity, poor employee engagement and other issues that could arise will be inherently higher.
Let's take a look at some of the considerations involved.
The first decision
As a business owner, you will need to decide on whether to allow office romance of any kind or not. As HR Daily Advisor, a human resources publication, points out, the majority of states across the country allow employers to completely ban office romances of any type, which would be among the most straightforward approaches. In essence, the business owner would simply need to make clear the repercussions should two employees start dating. However, there are business owners who are willing to allow dating among employees, and they will need to be a bit more thorough in their policies.
Key considerations
HR Acuity, a firm dedicated to human resources, explains that 67% of office romances come to the attention of human resources or company management through office gossip, according to a Society for Human Resource Management survey.
With that in mind, here are a few matters that must be covered in the policy should you decide to allow office romances:
Selective provides coverage that can help protect business owners from claims that may arise out of sexual harassment, discrimination, wrongful termination and several other employment related issues. This coverage includes services that can assist in getting proper procedures in place to protect your business. Ask your agent about Selective's Employment Practices Liability Insurance. Don't have an agent? Click here to find one in your area.
More than 50% of people surveyed said they participated in some type of office romance. These romances can form lasting relationships, but if the rules are not mandated, the chances of lost productivity, poor employee engagement and other issues that could arise will be inherently higher.
Let's take a look at some of the considerations involved.
The first decision
As a business owner, you will need to decide on whether to allow office romance of any kind or not. As HR Daily Advisor, a human resources publication, points out, the majority of states across the country allow employers to completely ban office romances of any type, which would be among the most straightforward approaches. In essence, the business owner would simply need to make clear the repercussions should two employees start dating. However, there are business owners who are willing to allow dating among employees, and they will need to be a bit more thorough in their policies.
Key considerations
HR Acuity, a firm dedicated to human resources, explains that 67% of office romances come to the attention of human resources or company management through office gossip, according to a Society for Human Resource Management survey.
With that in mind, here are a few matters that must be covered in the policy should you decide to allow office romances:
- Decide on whether to only allow dating between individuals at the same level, or if a manager would be prohibited from having an office romance with a subordinate. Many corporate policies prohibit those types of dating relationships.
- Outline the expectations of employees who are dating, especially in terms of public displays of affection, and set strict enforcement rules and potential actions that will be taken should the policy be violated.
- Consider surveying your staff. Small businesses with fewer employees can offer insights that will guide the policies in the right direction.
- Conduct manager and employee training so that everyone is aware of the rules.
Selective provides coverage that can help protect business owners from claims that may arise out of sexual harassment, discrimination, wrongful termination and several other employment related issues. This coverage includes services that can assist in getting proper procedures in place to protect your business. Ask your agent about Selective's Employment Practices Liability Insurance. Don't have an agent? Click here to find one in your area.
