Mix men and women together in your workplace, for 8 hours or more a day, week after week, month after month – it’s not surprising that Cupid pays a visit now and then. In fact, workplace romance is much more common than you might think. Surveys conducted in 2007 found that 55 percent of U.S. employees have dated someone who works for the same employer – and one in four of those romances will end up at the altar!
The dark side of love on the job, however, is the fallout when a workplace romance goes sour. You could be caught in the middle as the employer, dealing with claims of sexual harassment, emotional distress, and even physical violence. You could also face complaints from other workers who don’t appreciate the turmoil caused by the unhappy couple – or, even if the couple is happy, the impressions of preferential treatment that arise when managers date their subordinates.
As an employer, how far can you legally go to monitor and manage workplace romances, without violating your workers’ rights?
Join us for a practical 90-minute audio conference on Valentine’s Day (of course!). You’ll learn how to spot the signs that workplace romances may be causing problems with productivity and morale. Our experts – two experienced employment lawyers - will discuss strategies for setting and communicating effective policies on this issue, dealing with the fallout of failed romances, training your supervisors to take appropriate steps, and protecting your organization against legal claims and lawsuits in the process.
You and your colleagues will learn:
- How to spot the red flags that romance is causing problems in your workplace
- The costly legal risks involved in workplace romances, from sexual harassment to physical violence
- What details should be included in your no-dating, non-fraternization, and nepotism policies
- Why manager-subordinate relationships cause problems – whether they’re blissful or rocky
- When you should investigate a workplace romance (and how to do it properly without making matters worse)
- How you can handle awkward conversations with your employees about romantic relationships on the job, without violating their privacy or other legal rights under federal law
- When it’s critical to get your legal counsel involved in these issues
- What steps you can take to fix morale and productivity problems affecting other workers not involved in on-the-job relationships
- How to shield your organization against legal claims and lawsuits that may result from workplace romances
This audio conference was recorded on Thursday, February 14, 2008
About Your Speakers:
Paula K. Colbath, Esq., is a partner in the New York office of law firm Loeb & Loeb, LLP. She has extensive experience in all aspects of litigation in state and federal courts, with an emphasis on employment law. She has represented a broad spectrum of clients, from pharmaceutical companies to financial institutions, and she has defended employers on a wide range of issues, from discrimination and harassment complaints to FLSA and FMLA claims. Colbath earned her law degree from Brooklyn Law School.
Michelle La Mar, Esq., is a partner in the Los Angeles office of law firm Loeb & Loeb, LLP. She co-chairs the firm’s employment and labor law group. Her practice comprises both counseling and litigation, with an emphasis on preventive measures. She routinely advises California-based employers in conjunction with wage and hour issues, downsizings, terminations, harassment investigations, mandated leaves of absence, disability accommodation requirements, and employment-related issues associated with mergers and acquisitions. La Mar’s practice also includes the drafting and updating of handbooks, policy manuals, codes of conduct, executive employment agreements, and severance packages. She earned her law degree from Loyola Law School.
Approved for Recertification Credit
This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
