No dating policy for employees
An employer can be liable for discrimination against other employees who were qualified for those benefits.
However, the EEOC states that simple favoritism toward a lover or spouse, or even a friend, is not discriminatory.
We are not responsible for any damages from the Site being inaccessible to the user and use of the Site is at your own risk.Additionally, if the relationship ends, one of the employees may claim the relationship was not consensual, that she was sexually harassed, or that she was retaliated against if she receives a poor performance review from her former paramour.Employers may address the potential exposure resulting from employee dating by either adopting a policy prohibiting dating or by adopting a policy that permits employee dating, but requires disclosure of such relationship.If a workplace is the scene of widespread favoritism based on quid pro quo sexual activity, workers of both sexes could have grounds for a complaint of a hostile work environment that violates Title VII.
An employer who is concerned about possible problems arising from co-workers dating could develop an across-the-board ''no dating'' policy.Disclaimer: The information provided in this site is not legal advice, but general information on human resources issues commonly encountered.