Employers should be forewarned that retaliation suits are much easier to prove than regular discrimination lawsuits.
“Oh no, I don’t think it’s ever going to die,” says Amy Baker, an associate professor who studies workplace romance at the University of New Haven.
“Emotions are what they are at work.” But there is some evidence that companies have tightened their rules for workplace relationships in the last few months.
This means that an employee today cannot be fired for filing a harassment claim with the government, even if the claim turns out to be false.
However, laws also protect employers from being victims of false sexual harassment claims.
“One of the best parts of the #Me Too movement is that it makes everyone more aware of power dynamics.” It should be noted that the same Challenger survey of 150 executives found that fewer respondents said they had formal, written policies in June—51%—than in January—57%.
Yet the share of those who said they were working on a formal policy had ticked up from none to 5%.In January, that stance applied to 47% of respondents.At the same time, a smaller share of HR execs were dealing with office relationships on a case-by-case basis in June—27%—than in January—33%.They can assist you in creating a workplace romance policy that fits your company’s needs and assist you in enforcing that policy.When Intel CEO Brian Krzanich stepped down from his role in late June after his past relationship with another Intel employee came to light, it seemed to signal a new era for the office romance.Beyond the Krzanich episode, the #Me Too movement that’s triggered a reexamination of inappropriate behavior and women’s marginalization in the workplace has indeed cast workplace relationships in a new light.