Consensual dating - speed dating stoke
In a consensual relationship between a supervisor and a subordinate, the subordinate often is the recipient of preferential treatment.Employees have asserted claims for sexual harassment based on the theory that they can't receive the same benefits because they are not "sleeping with the boss." However, most courts have rejected this argument because such a consensual relationship disadvantages both male and female employees equally.
The first problem is that Oregon law protects spouses who work for the same employer.
So long as the spouses don't supervise one another, a "no dating" policy enforced against spouses would violate this law.
Another problem arises from concerns about an employee's right to privacy while off the job.
An employer may violate an employee's right to privacy by regulating the employee's private off-work relationships.
At some time during your working life, you may have dated, or even married, someone you met at work.
If you haven't, then the odds are that you know someone who has.
A 1995 survey estimated that 80 percent of all employees have either observed or been involved in a romantic relationship at work. The Problems with Employee Dating Even though romantic relationships in the workplace are common, employers have legitimate reasons for concern about employee dating.The biggest fear is a sexual harassment lawsuit arising from either: Sexual harassment laws prohibit "unwelcome" sexual advances.Therefore, the participants in a truly "consensual" relationship cannot prove sexual harassment.The difficulty for the employer is proving that the relationship was consensual.Often, an employee will argue that he or she was an unwilling participant in a relationship that merely appeared to be consensual.Even a consensual relationship, if it goes sour, can result in unwelcome advances, stalking, or other predatory conduct.