Hr manager dating employee

There is no standard protocol when it comes to dating in the workplace.


Some companies have policies that discourage employees from dating one another while other companies do not have a problem with employees dating in the workplace. If an HR Manager is dating another employee within the same company he or she should disclose the relationship. Of course if this person is the only HR Manager in the company, this can be problematic.

The employer may have no choice but to ask the HR Manager to transfer to another position or resign. Policies on dating in the workplace vary from employer to employer, so there is no standard wording for employee manuals. Supervisor sharing confidences An employee at our firm recently assumed a supervisory position and started taking a different staff member to lunch each week to try and build rapport.

This has sometimes resulted in shared confidences, and the supervisor recently told two of her staff members she understands they are not happy and that she, too, is looking for other opportunities. When I was told of this conversation I did not react.

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Now, as an HR manager, I do not know what I should say or do about this information. It sounds as though the supervisor is fairly new at management. Consider using this as an opportunity to strengthen her management skills. First ask the supervisor if what you have heard is true. If she acknowledges this actually occurred, remind her that she is now a member of the management team and that this requires a shift in her thinking.

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If her team members are unhappy, it is her responsibility to work with her manager to resolve the issues. You might also suggest that she speak with her manager about her own situation so that steps can be taken to improve her work environment. If she states this never occurred, let her know that if she or members of her team have a problem, you will gladly facilitate a meeting with her manager to resolve any issues that may be impacting morale.

Terminating a problem employee I need help with how to handle terminating a key employee in our company. This individual has behavior issues and we are afraid this person may cause a scene. What is the best location, time of day, and day of the week to terminate this employee?

Terminating an employee is always a difficult and potentially challenging task. The initial preparation step should always involve a multidisciplinary team from your company: Human Resources, an attorney, the employee's manager, the EAP professional, and a representative from security or the risk management department. We always advise employers to be conservative since you are also responsible for the well-being and safety of other employees who could be affected by a termination gone astray.

There are two primary choices on how to terminate the employee in question: Terminations via the phone are never elegant nor desired as the best practice.

However, if an individual runs a much higher risk of acting-out at the worksite, endangering him or herself, or placing others at risk, then a phone termination conducted by the employee's manager makes sense. It also helps to preserve the dignity of this vulnerable individual.

IT staff can just as easily deactivate entry cards and intranet access remotely.

Dealing With Personal Relationships at Work: Dating at Work

In this situation, the employee will have to talk with family members, gain support from others and calm down; eventually he or she might be given the choice to meet with HR to review the termination package and to pick up personal belongings. If this proposed phone intervention does not match the company's culture, or faces multiple objections, then it will be essential to terminate the employee at the end of a work day with security present.

Under no circumstances should an employee who reacts with volatile behavior or self-injurious threats be sent home alone following the termination. You must make every attempt to provide safety until a family member can share responsibility. Employees are working longer hours and have less time to socialize outside of work. The exchange of ideas, shared creativity and the teamwork approach fostered in entrepreneur-based enterprises also promote closer connections and lasting relationships — sometimes romantic ones.

More than one-third of all employees meet their future partners while on the job, and for many, dating officemates is part of a balanced work life. Office romances aren't a business liability as long as there are policies and procedures in place to ensure that employees' personal lives remain personal and their work professional. The company should also have a policy regarding sexual harassment. In this Quick-Read you will learn: The pros and cons associated with workplace romances.

Strategies for managing in-office relationships. Factors that identify sexual harassment. A rule forbidding fraternization of co-workers is deemed by most to be invasive, inappropriate and unnecessary. Worry not about curtailing the office romance but about maintaining office professionalism and productivity. Recognize that romantic relationships between staff members may have a negative impact on job performance. The exclusive nature of a romantic relationship, if recognized, can threaten the involvement of other team members and lead to claims of favoritism or discrimination.

Personal problems between the couple can cause strain and difficulties with on-the-job communication, or lead to claims of stalking or harassment. A public break-up could cause other employees to "choose sides," creating tension for the whole office. Avoid these problems by focusing on employee job performance.

With the help of a lawyer and your human resources team, establish some workplace guidelines that specifically define what will happen if performance standards are not met and state how claims of sexual harassment are handled. Make sure all your employees are aware of these policies. Here are some strategies for managing romantic relationships in the office: Establish a rule that prohibits an employee from supervising a person they are dating.

Encourage everyone to disclose romantic relationships that fall into this category so adjustments can be made to avoid the related risks. Perhaps a change could be made in the reporting or organizational structure. List any jobs where romantic relationships could jeopardize the safety or integrity of other staff members and make the involved employees aware of those potential risks.

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For example, a human resource manager dating a department head could be perceived by others as a potential breach of confidentiality. Talk to employees about job expectations and consequences if performance falters for any reason. Focus on creating a positive office environment for all employees. Kate Palmer is head of advisory at Peninsula. Law Management Opportunities Outlook. What can businesses do to tackle office romances?

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