Dating policy sample
Conflict of interest also exists when there is a consensual romantic or sexual relationship in the context of employment supervision or evaluation.Therefore, no supervisor may influence, directly or indirectly, salary, promotion, performance appraisals, work assignments or other working conditions for an employee with whom such a relationship exists.Supervisors involved in a consensual romantic or sexual relationship, in the context of supervision, must discuss the matter on a confidential basis with their own supervisor or with the Office of Human Resources to assess the implications for the workplace and make arrangements to ensure that employment-related decisions are made in an appropriate and unbiased setting.Although both employees involved in a consensual relationship are individually responsible for disclosure, a supervisor's failure to report such a relationship will be regarded as a serious lapse in the management of the workplace and grounds for appropriate disciplinary action, including termination (particularly in cases where bias or harassment has occurred in connection with a benefit).Princeton University permits the hiring within the college community of individuals of the same family or those who have a personal relationship.However, hiring within the same department normally is prohibited for individuals of the same family or for those who have a personal relationship (see policy 2.1.5 Hiring Members of the Same Family or Household).
The potential for conflict of interest may also exist in close personal relationships which involve other than family relationships.) However, while technically you could implement a “no dating” policy and tell people that they need to pick their job or their significant other, that would be a pretty crappy thing to do to couples who have been together for 10 years when you didn’t say anything at the outset.It’s pretty likely that your staff would hate you for it.Make it clear that that behavior isn’t okay, and if it continues, impose consequences — one of which could certainly be managing them out of the organization if you feel it rises to that level.
There’s one exception to this: You absolutely need a policy saying that people can’t manage someone they’re romantically involved with, or even be in their reporting line (so, for example, your communications director can’t date the communications assistant, even though the assistant reports to the deputy communications director, because the director manages the assistant’s manager).
The University views such conflicts of interest as seriously as it does those involving family members or blood relatives.