Sex dating in thomson illinois
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.
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.
If dating is merely discouraged, the policy should also indicate the counseling or documentation that will occur if employees violate the policy.
The policy might also be limited to supervisor/subordinate dating, or allow dating between co-workers who do not work alongside one another.
Therefore, the participants in a truly "consensual" relationship cannot prove sexual harassment.
The difficulty for the employer is proving that the relationship was consensual.
Because men often hold more senior positions in a company, a policy that always penalizes the subordinate (e.g.The exception, of course, is where a supervisor propositions many employees, and only those who acquiesce receive preferential treatment. "No Dating" Policies An employer who wishes to do something about consensual relationships between employees has a couple of options. However, the policy must be carefully drafted to avoid several potential problems.The first problem is that Oregon law protects spouses who work for the same employer.At some time during your working life, you may have dated, or even married, someone you met at work.