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Q&A: Love at Work – What’s an Employer to Do?

Thursday, April 26, 2018   (0 Comments)
Posted by: Rachel Moore
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We’ve just learned that a supervisor and his subordinate are involved in a personal, romantic relationship. In light of the #MeToo movement, should we be requiring anything or taking any action?



Finding love at work is a pretty common phenomenon.  In fact 15% of married couples actually met at work.  So the likelihood that most employers will face this situation is pretty great.  But despite the prevalence of consensual relationships at work, there are things you should consider including having employees read and sign a Consensual Relationship Policy which requires that employees agree that…

  • The relationship is truly consensual
  • All parties to the relationship are aware of the company’s code of ethics, sexual harassment, and non-discrimination policies
  • All parties will conform to the company’s code of conduct policy and will maintain a strict professional demeanor while at work or at work functions
  • Employees in a supervisor/subordinate relationship will be reassigned so that no formal line of authority exists within the relationship
  • The repercussion of not complying with the Consensual Relationship Policy includes discipline up to and including termination, and that the burden of adherence to the policy falls largely and squarely on the highest-ranking employee in the relationship. 

While the popularity of such Consensual Relationship Policies is increasing due to the notoriety of the #MeToo movement, these are sound and solid policies that should be considered by any employer looking to maintain a safe and healthy workplace environment.


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