In addition, if an HR manager dates another employee within the same company is any disclosure typically required to senior management? Is there any standard wording for an employee manual with regard to this topic?
Potential Complications
There is no standard protocol when it comes to dating in the workplace. Some companies have policies that discourage employees from dating one another while other companies do not have a problem with employees dating in the workplace. If an HR Manager is dating another employee within the same company he or she should disclose the relationship. Of course if this person is the only HR Manager in the company, this can be problematic. The employer may have no choice but to ask the HR Manager to transfer to another position or resign. Policies on dating in the workplace vary from employer to employer, so there is no standard wording for employee manuals.
Supervisor sharing confidences An employee at our firm recently assumed a supervisory position and started taking a different staff member to lunch each week to try and build rapport. This has sometimes resulted in shared confidences, and the supervisor recently told two of her staff members she understands they are not happy and that she, too, is looking for other opportunities.
When I was told of this conversation I did not react. Now, as an HR manager, I do not know what I should say or do about this information.
Ethics on Dating in the Workplace
It sounds as though the supervisor is fairly new at management. Consider using this as an opportunity to strengthen her management skills. First ask the supervisor if what you have heard is true. If she acknowledges this actually occurred, remind her that she is now a member of the management team and that this requires a shift in her thinking. If her team members are unhappy, it is her responsibility to work with her manager to resolve the issues. You might also suggest that she speak with her manager about her own situation so that steps can be taken to improve her work environment.
If she states this never occurred, let her know that if she or members of her team have a problem, you will gladly facilitate a meeting with her manager to resolve any issues that may be impacting morale.
Terminating a problem employee I need help with how to handle terminating a key employee in our company. This individual has behavior issues and we are afraid this person may cause a scene. What is the best location, time of day, and day of the week to terminate this employee? Terminating an employee is always a difficult and potentially challenging task.
Dating in the Workplace
The initial preparation step should always involve a multidisciplinary team from your company: Human Resources, an attorney, the employee's manager, the EAP professional, and a representative from security or the risk management department. We always advise employers to be conservative since you are also responsible for the well-being and safety of other employees who could be affected by a termination gone astray.
There are two primary choices on how to terminate the employee in question: Terminations via the phone are never elegant nor desired as the best practice. However, if an individual runs a much higher risk of acting-out at the worksite, endangering him or herself, or placing others at risk, then a phone termination conducted by the employee's manager makes sense.
It also helps to preserve the dignity of this vulnerable individual.
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IT staff can just as easily deactivate entry cards and intranet access remotely. In this situation, the employee will have to talk with family members, gain support from others and calm down; eventually he or she might be given the choice to meet with HR to review the termination package and to pick up personal belongings. If this proposed phone intervention does not match the company's culture, or faces multiple objections, then it will be essential to terminate the employee at the end of a work day with security present.
A young employee and her boss engaged in consensual sexual intercourse on four occasions. A court found some of this was welcome.
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However, the court also found that certain acts — including giving the woman gifts of a sexual nature, such as underwear, sending explicit text messages and attempting to share a bunk bed — was unwelcome sexual harassment. An employee in a small food company said the owner repeatedly asked her out, as well as frequently kissing her on the cheek and commenting on her looks. This could be sexual harassment.
Sexual harassment in the workplace is against the law.
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Make sure you are both clear about who will know about the relationship and when. But what about Amy in the next cubicle over? The key is that you guys are on the same page. No one thought anything of a random chat you two had in your office before the relationship, but now it can be misconstrued as a social call or, even worse, a risky-business meeting. By Jackie Zimmermann January 13,