A couple examples: Naturally, these rules apply to relationships that are truly consensual.HR should monitor these situations closely because it’s possible that a supposed consensual relationship isn’t what it seems – like when a person is forced to “date” a supervisor as a condition of keeping his or her job.Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission.
Even if the pairing goes well, it could lead to charges of favoritism from other employees.
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What can companies do to prevent romantic relationships between employees?
Although some firms have strict anti-fraternization policies, the real-world answer is – not much.