Do you think it is morally acceptable for an employer to make rules against dating in the workplace?

Do you think it is morally acceptable for an employer to make rules against dating in the workplace

2005

A coworker dating problem is an extremely controversial issue particularly in contemporary context . While employers have taken steps to recognize the serious problems associated with sexual harassment they have increasingly accepted dating among coworkers . As women continue to expand their numbers in the work force and acquire positions of equality , coworker dating will continue to increase . In recent years concerns about the ambiguities and complexities related to sexual harassment liability have

fueled employer apprehension about coworker dating . These concerns are not unfounded - the greatest potential for liability involving coworker dating is sexual harassment liability Absent clearly articulated policies addressing romantic alliances between coworkers , the employer may find itself the target of a sexual harassment suit when a relationship turns sour . Further , employers should recognize the potential for workplace violence stemming from a relationship gone bad , namely , the scorned lover who seeks violent revenge in the workplace . An employer 's decision to ignore coworker dating issues may also have adverse effects on productivity and morale especially if employees perceive favoritism and unfair treatment resulting from romantic alliances between coworkers . This perception , in turn , may contribute to an atmosphere of jealousy and resentment among coworkers . Unfortunately , many employers do not have clearly articulated coworker dating policies . Instead , employers have relied on unwritten rules or some other ambiguous approach to coworker dating issues . Some employers accept coworker dating , refusing to acknowledge the litigation risks and other potential pitfalls resulting from complete acceptance of coworker dating in all employment situations . Other employers offer tacit approval to coworker dating , but have no articulated policy . Some employers prohibit coworker dating outright , determining that the benefits of prohibiting all workplace romance outweigh the potential risk of litigation . Finally , many employers consider coworker dating policies but refuse to adopt them because they feel it is too difficult to enforce or constitutes an unjustified intrusion into their employees personal lives . The recommends that employers adopt a written coworker dating policy that restricts coworker dating only in supervisor-subordinate or other power-differentiated relationships as the only viable answer to the significant dilemma

Perhaps the greatest justification for restricting coworker dating is to avoid sexual harassment claims . What at first blush may seem to be an innocent office romance may eventually provoke a claim of sexual harassment when the relationship comes to a bitter end . Moreover , a slighted employee may assert a "reverse harassment " claim against the employer , complaining that he or she was passed over for advancement or raises in favor of a coworker who is having a romantic affair with a supervisor or other member of management . In view of the U .S . Supreme Court 's recent decision applying a "to "hostile-environment " sexual harassment claims , employers should recognize the potential legal liability associated with unrestricted coworker dating

Sexual harassment claims under Title VII have developed under two distinct theories "quid pro quo " and hostile-environment claims . The quid pro quo theory...