Category Archives: Sexual Harassment

Hook Ups and Break Ups in the Workplace

More than one-third of American employees have dated a coworker, according to Harris Polls’ latest annual survey for Career Builder, so as an employer, you are going to be inevitably faced with the problems that coworker hook ups and break ups can cause in your workplace.

In the beginning of a workplace romance, it is important for employers to find out about the relationship and set the ground rules before things get messy. You can adopt a written policy that requires employees to notify the company when they “start dating”, although defining that is pretty difficult. Nowadays, does “dating’ mean they’ve had the first date, the second hook up, or just that one of them has changed his or her relationship status on Facebook?

Some employees are not going to readily tell you that a relationship has started. The Career Builder survey shows that 25% of the relationships at work involved a married coworker. So those people will probably stay quiet. However, the study also showed that 37% of employees thought they had to keep their office romance a secret at work.

As the employer, you can’t stay in the dark, so you need to assure your employees that you have to know and that you will work with them to help everyone adjust to the new coworker relationship.

Once you know about the new couple, you have to communicate your expectations to them. You can do this by written policy, a specific “love contract” that the new couple signs, or by verbal coaching, although something in writing is always preferred by your employment lawyer.

You have to address the end of the relationship in the beginning. While about 31% of workplace romances lead to marriage, the Career Builder survey says, that leaves 69% that result in a break up and the bitterness that a soured romance can cause in your workplace. Break ups can even cause good employees to leave your company (6% leave, according to that study).

Anticipating that greater than two-thirds of the dating relationships between your employees will eventually end, what are the necessary ground rules of hook ups and break ups that an employer should impose? Continue reading Hook Ups and Break Ups in the Workplace

Sexual Harassment Focus Should Prompt Employer Vigilance

To no one’s surprise, my life as an employment lawyer for the last two months has focused primarily on one issue—sexual harassment. I have conducted several investigations and advised numerous employers on this issue recently because the national news and the #MeToo movement have had a direct impact on employers in the Texas Panhandle area, including some of my smaller employers.

Female employees nationwide and locally obviously feel freshly empowered to say something about any mistreatment and to expect that their complaints will be seriously addressed. As Oprah Winfrey predicted at the Golden Globes awards ceremony, “For too long, women have not been heard or believed if they dare speak the truth to the power of those men. But their time is up. Their time is up.”

While the recent sexual harassment focus is inspiring to many women as a political call to arms, business owners and human resources directors are trying figure out how to hear and handle the resulting complaints with compassion, but also with practicality. That’s where your employment lawyer can help.

Any claim of sexual harassment is what we employment lawyers consider an emergency for your company. When an employee alerts you to a problem, you have to spring into action immediately to make the complainant safe, undertake a thorough and impartial investigation of the claim and finally, resolve the matter with the appropriate discipline. At that point, it is too late to improve upon your written policy or regret a bawdy joke that you recently told.

If you are a business owner or manager in a company with at least 15 names on the payroll, you would be wise to expect to face a sexual harassment complaint sometime in the near future, and to take these six steps now to lessen the sting of such a complaint: Continue reading Sexual Harassment Focus Should Prompt Employer Vigilance