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Dating coworkers daughter

He would like to hang out and possibly go to the movies and such things together. Two of my coworkers have warned me to be careful, as there have just been rumors of people in the past possibly having relations and the woman was always the one to be terminated. It is indeed legal to prohibit dating between coworkers (with a few exceptions, such as in California, where courts have ruled that the state constitution provides broader privacy protection in employment matters).

Dating coworkers daughter

Dating coworkers daughter

And you can indeed have a policy that requires one of the parties to move on if a relationship happens. What’s not legal, though, is to always have women be the ones who have to leave.

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  • If indeed that’s how your company does it, that’s sex discrimination and is illegal.


    Dating coworkers daughter

    Dating coworkers daughter

    Dating coworkers daughter

    (Or at least it’s illegal if your company is b enough to be covered by federal discrimination statutes — meaning that it has 15 or more employees.) As for the question of whether they need reasonable suspicion, employers don’t generally need “proof” before taking disciplinary action against employees in matter, but because the issue of romantic relations is a sticky one, I turned to employment attorney Bryan Cavanaugh to weh in. He says: “As for reasonable suspicion, the law does not impose any sort of standard that the employer must meet before taking action.

    Dating coworkers daughter

    That is to say, the employer does not need admissions from the employees, or explicit emails, or video evidence. FEAR OF DATING The employer can act on its suspicions and circumstantial evidence.” This is basiy the same as if your employer suspected you of violating any other policy (or even doing something they didn’t like, whether prohibited by a policy or not): If, for instance, your employer suspected you of being rude to clients or watching too much You Tube at your desk, they wouldn’t need to present you with evidence. In this case, though, Bryan goes on to say that they’d still be wise to only act if they have solid evidence: “Acting on flimsy suspicions would only serve to alienate employees, lower morale because they fear ‘b brother’ is prying into their personal lives, and risk losing good and loyal employees without a good reason.


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