Company manual of a dating agency
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).And you can indeed have a policy that requires one of the parties to move on if a relationship happens.He would like to hang out and possibly go to the movies and such things together.
For this reason, notification policies are sometimes seen as intrusive. The case, which struck down a Texas law banning consensual homosexual relationships, has been interpreted as upholding the right of all consenting adults to engage in private sexual activity.If an employee was let go under this policy without solid evidence and that employee came back and alleged the real reason for the discharge was gender, race, age, etc., then the employer would have a weak defense since its ‘legitimate business reason’ for the termination was so flimsy.” So there are the facts on legality. From the employer’s side, there are all kinds of reasons not to want couples in your organization — but banning dating upon penalty of firing is a very old-fashioned policy and out of touch with how most modern workplaces operate.Throw in the fact that they have a pattern of firing the women in these couples but not the men, and there’s something pretty disturbing there.I’d say that you have to decide if you want to work for a company that operates that way.
(And that’s not a loaded question; you can certainly decide for plenty of legitimate reasons that you do.) But if you decide that you do, then yeah, I’d avoid hanging out with your male coworker socially, unless you’re prepared to potentially lose your job over it.
(Or at least it’s illegal if your company is big 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 weigh in.