Employees dating customers
wervekeguf
2018-07-27
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But consider this: according to a recent Workplace Options survey, nearly 85% of 18-29 year olds would have a romantic relationship with a co-worker, compared to just over 35% for 30-46 year olds and about 30% of 47-66 year olds. Even more shocking is that 40% of those 18-29 year olds would date their supervisors. According to a CareerBuilder survey, interoffice dating has a fairly high success rate--of the 38% of people surveyed that dated a co-worker at least once, 31% went on to marry that co-worker! Enforcing these policies can take their toll on a company. Just last month, Gary Friedman, the chief executive of Restoration Hardware, stepped down in the middle of the company's public offering. The reason: an internal inquiry into his relationship with a 26-year-old female employee. Friedman was not married, so there was no affair. She didn't even work there anymore! A couple years ago, Hewlett-Packard's chief executive, Mike Hurd, resigned amid accusations of falsifying expense reports to hide a personal relationship with an independent contractor. As companies grow and add employees, you will often see signs of budding workplace relationships. This can be especially true in high-growth companies that demand long work hours and tend to hire more single employees. When your routine is work-sleep-work, going out to date does not seem like a real option for many. According to the CareerBuilder survey, some industries are more prone to inter-office dating than others. Hospitality, Financial Services, Transportation and Utilities, Information Technology, and Health Services all topped the list as having higher than average office dating. There will foreseeably be claims of favoritism, or even discrimination or harassment. When a workplace romance sours, it can expose the company to increased liability, since the connection between alleged actors is easier to establish--essentially giving the plaintiff some good ammunition for his or her case. Relationships between supervisors and subordinates create even more potential problems. In a better scenario, coworkers would find it easier to claim that an employee received preferential treatment from a supervisor he or she is dating. In a poorer scenario, the relationship would end badly, one of the employees could claim that the relationship was non-consensual, or that sexual harassment existed. An employee could even make a case for unlawful retaliation if he or she receives a poor performance review from a former lover or if a co-worker receives a better evaluation from his or her boss. This seems to be the overwhelming favorite for smaller companies or companies that are just starting to formalize employee training. Often a CEO or president will look at the potential for risk and weigh that against the ability to police and enforce a policy. For many smaller companies, they choose to go w
But consider this: according to a recent Workplace Options survey, nearly 85% of 18-29 year olds would have a romantic relationship with a co-worker, compared to just over 35% for 30-46 year olds and about 30% of 47-66 year olds. Even more shocking is that 40% of those 18-29 year olds would date their supervisors. According to a CareerBuilder survey, interoffice dating has a fairly high success rate--of the 38% of people surveyed that dated a co-worker at least once, 31% went on to marry that co-worker! Enforcing these policies can take their toll on a company. Just last month, Gary Friedman, the chief executive of Restoration Hardware, stepped down in the middle of the company's public offering. The reason: an internal inquiry into his relationship with a 26-year-old female employee. Friedman was not married, so there was no affair. She didn't even work there anymore! A couple years ago, Hewlett-Packard's chief executive, Mike Hurd, resigned amid accusations of falsifying expense reports to hide a personal relationship with an independent contractor. As companies grow and add employees, you will often see signs of budding workplace relationships. This can be especially true in high-growth companies that demand long work hours and tend to hire more single employees. When your routine is work-sleep-work, going out to date does not seem like a real option for many. According to the CareerBuilder survey, some industries are more prone to inter-office dating than others. Hospitality, Financial Services, Transportation and Utilities, Information Technology, and Health Services all topped the list as having higher than average office dating. There will foreseeably be claims of favoritism, or even discrimination or harassment. When a workplace romance sours, it can expose the company to increased liability, since the connection between alleged actors is easier to establish--essentially giving the plaintiff some good ammunition for his or her case. Relationships between supervisors and subordinates create even more potential problems. In a better scenario, coworkers would find it easier to claim that an employee received preferential treatment from a supervisor he or she is dating. In a poorer scenario, the relationship would end badly, one of the employees could claim that the relationship was non-consensual, or that sexual harassment existed. An employee could even make a case for unlawful retaliation if he or she receives a poor performance review from a former lover or if a co-worker receives a better evaluation from his or her boss. This seems to be the overwhelming favorite for smaller companies or companies that are just starting to formalize employee training. Often a CEO or president will look at the potential for risk and weigh that against the ability to police and enforce a policy. For many smaller companies, they choose to go w
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