Love among the cubicles: Study details how firms deal with workplace romance
October 28, 2008 by Jim GiulianoPosted in: Behavior, In this week's e-newsletter, Latest News & Views, Management, Sexual harrassment, Supervisors, policies
Jack supervises Jill. Jack starts dating Jill. Does HR really need to get involved?
It depends, according to a study by the Society for Human Resource Managment. Some firms expect HR to referee the situation, while others say, “It’s none of our business.”
Here are the numbers from the study of responses by 493 HR managers:
- 28% said their employers expected them to enforce strict policies on workplace romances — meaning, of course, that 72% don’t have policies.
- Of those who had policies, 80% said the rules included restrictions on relationships between supervisors and subordinates.
- 39% of those who had policies said supervisors were required to report relationships with subordinates to managers or HR.
Various companies have their own wrinkles on relationship policies. For instance, some firms don’t apply the policy if the subordinate is at least two levels removed from the supervisor. That is, it’s OK if the supervisor supervises the subordinate’s supervisor. And Southwest Airlines is one of the companies that encourage employees to disclose boss/subordinate relationships so that the company can transfer people or rearrange duties to avoid conflicts and charges of favoritism.
Tags: HR, relationships, Society for Human Resources Management, Southwest Airlines
November 3rd, 2008 at 4:36 pm
We have nevery considered such a policy, and for a simple reason – our owners are a husband and wife couple. When we considered writing such a policy, I thought it would look hypocritical to have it when our owners are sleeping together.
It’s a big problem we struggle with now and then, but I feel we need to leave it alone and let those involved work things out on their own, which they usually do. Only when it disrupts the working environment do we step in.
November 3rd, 2008 at 4:41 pm
I think the workplace is a natural setting to meet someone, get to know them, and fall into a relationship. Work takes up the majority of people’s time, and you really get to know someone, when you spend time with them and see them every day.
I do think policies need to be enforced if they exist in the workplace, and I think training is essential for all employees. I also think if you’re in the workplace, you’re more than likely an adult and I have seen some pretty nasty games being played. Games don’t belong in the workplace, but when they happen, policies need to be enforced, and enforced fairly.
Unfortunately, bias will happen, and even if things go along fairly, human perception is still there to haunt bosses, employees, etc. That’s the hardest thing to escape in regards to relationships in the workplace.
November 3rd, 2008 at 5:13 pm
We have an anti-fraterization policy. Managers cannot date their subordinates. We have not had it tested as yet.
November 10th, 2008 at 11:28 am
We have a policy that prohibits managers from fraternizing with their subordinates. If romance happens, one of them has to move to another group (assuming there is a position available) OR another company – they can choose which of them will take what action. Our policy also says if peers choose to date, so be it; however, neither romance can interfere with the operation of the business. If HR receives complaints or concerns about the relationship, then I step in. In line with what Sue D. says, we spend lots of time with people with whom we work, so some measure of romance between employees is probably inevitable. My concern is always how the relationship is perceived by others. Perception is often what causes disruption in the workplace.
November 22nd, 2008 at 8:14 am
I am in a big mess, I am seeing the Hr manager and my company has told her to stop. But we do not have a policy and there are other managers dating and liveing with others.
December 1st, 2008 at 3:24 pm
If someone was recently fired for sexual harrassment, what advice would you give for when he is interviewing for another position as to why he is no longer with the previous company?
Does this information show up on the background check?
March 12th, 2009 at 7:51 pm
To Dave,
I don’t think you are in such a mess, if others are doing the same, but HR department is usually excluded from misbehaviour since we have to enforce it. I say let the HR manager handle it.
December 14th, 2009 at 12:30 pm
Dave,
To me, your company has some training issues that need to be implemented. I can’t speak for your significant other, but to me, it’s akin to Mary J. LeTourneau and her very young husband…….. I have to much input and potential adverse impact to date in my office.
My company is family owned and operated but we insist, and train accordingly to have a professional environment. Simply, if you can not work together, and your relationship, for better or worse is hampering business operations, or adversely impacting anothers employment environment, it’s reported and I step in because it’s an overly sexualized environment and not professional, and “sexual harassment”.
Personally, I’m not for direct supervisor/subordinate relationships. I have read about Love Contracts and perhaps I’m a little prudish or traditional but as part of my core job responsibilities is to “indemnify my employer” from potential legal action then why are we opening a window to potential quid pro quo action.
I’m not naive enough to think that you can stop all fraternization – especially between peers. It seems like more of a witch hunt if people are otherwise working well together. Project teams should perhaps be separated.
MAC