However, employers may have another opinion on the matter. What Are the Potential Pitfalls of Employee Romances?Many employers see the idea of employees dating one another as potentially threatening productivity or even opening up too much liability for the employer. First, let’s look at some of the most common reasons employers may desire to curb employees’ desire for one another.Prices, promotions, styles, and availability may vary. Prices and availability of products and services are subject to change without notice.Errors will be corrected where discovered, and Lowe's reserves the right to revoke any stated offer and to correct any errors, inaccuracies or omissions including after an order has been submitted.To protect both employees and you as the employer, it is necessary to define clearly what your expectations are; developing a conflict of interest statement will achieve that goal.This sample conflict of interest policy was written for a North American jurisdiction or region.Note: follow the conflict of interest policy guidelines for your region or country as there are specific laws for each jurisdiction.For example, if your employee's spouse or a family member works in the same industry that you operate in, they may share confidential information without realizing it.
Make sure employees understand the position of the company isn’t to control their personal lives, but to ensure a fair and comfortable work environment for everyone.
Many people meet at work before beginning a romantic relationship.
Prohibiting it could decrease morale and could even result in losing employees who wish to date coworkers but cannot.
How much jurisdiction does a business leader really have over employees’ off-time?
Just a few of the real-world difficulties caused by workplace romance that I’ve seen during my career include: Interestingly, the Society for Human Resource Management reports that while HR professionals aren’t reporting more workplace romances, the number of companies that have adopted formal romance policies has sharply increased. Can a policy protect your company from charges of sexual harassment or favoritism, conflict or morale problems?