Here are some of the basic ground rules at the restaurant for your compliance: You should report any injury or accident to the manager on duty immediately at the time Management employees are not allowed to date crew or fraternize with. Individuals in supervisory or managerial roles and those with authority over Act or any other applicable statute concerning the employment relationship. To avoid accusations of favoritism, abuse of authority and sexual harassment, we prohibit supervisors from dating employees who report to them. This restriction.
As a business owner, you might ask: The legal issue is what I like to call the "amplification" of potential liability that always exists around the employer-employee relationship.5 Step Restaurant Employee Training Model
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. There are a few different ways to manage this liability. When it comes to workplace dating policies, here are a few basic options: You can do nothing. 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 without a policy, and let the rules on harassment and discrimination do the job.
Note that you should always have a policy prohibiting and enforcing sexual harassment and discrimination.
You can ban it. This is another common method, known as an "anti-fraternization policy. You have to define and often describe the conduct you want to prohibit. Will the policy restrict casual dating, relationships, romantic involvement, or socializing?
Manager & Employee Dating | sovet4ik.info
Can you even define those terms? I can tell you that the last place you want a policy defined is in the courts. A less restrictive policy that a lot of companies have is one preventing nepotism--prohibiting spouses or relatives from working at the same company or preventing employees from supervising related coworkers.
You can allow it, with written disclosure. This is commonly known as the "Love Contract" approach. A signed document will confirm a consensual relationship and provide additional notice of understanding of the sexual harassment policy. You can often use the contract process to outline expected behavior like no "PDA"--public displays of affection--at work or retaliation if the relationship ends.
Make sure that you inform the employees that they have a right to and should talk to a lawyer before signing. You can allow it, but never within the chain of authority. While this policy is easier to sell to employees most are not inside each other's reporting chainyou still have a lot of the same problems about defining conduct and what is not allowed. In other words, you control the situation. Do you see a potential problem? At some point in your career, you may find it very tempting to have a drink, then date, or in corporate language fraternize with your employees.
It might start by accidentally meeting after work when you've stopped in for a drink. It may be at a casual get-together when several employees urge you to join them after a tough shift. Whatever the circumstances, it often starts innocently enough. Even more ominous is when you find yourself attracted to one of your employees, but you believe it won't affect your work environment.
You may think you'll be able to keep it a secret. After all, you are both mature and responsible. No one will find out. This is a fantasy. First, rumors will start. There are no secrets in the restaurant business.
Manager & Employee Dating
Eventually, someone will confront you. Panic will set in because you will have no idea what to do about it. There are really only two possible outcomes when you date an employee. One is that you will fall in love and live happily ever after. The second and most probable outcome is that you will break up.
How difficult is this to deal with? Think about the worst breakup that you've had with a significant other.
Pretty bad wasn't it? Now picture that happening in front of everyone at work.
At best, you'll be pitied by the staff members who are sympathetic. At the worst, you'll be the villain. And nevermind the potential for humiliating or embarrassing "episodes" To make matters worse, the employee could go to your general manager or corporate manager and accuse you of sexual harassment. She or he could say that she was only going out with you because she feared she would have been fired if she didn't.
Even if your relationship was totally consenting, you will most probably lose the sexual harassment lawsuit. Think about it; once you start dating, your employee could also claim that he or she feared losing his or her job unless you kept seeing each other. Think about what that will do to your credibility and all of your hopes and aspirations of promotion.