Understand the risks associated with non-fraternization policies and learn how to write, implement and enforce them.
The exodus of decision makers and front-line employees, because of workplace relationships, continues. So why are companies doubling down on outdated and obviously ineffective policy language in an attempt to ban workplace romance? This topic explains how to write, implement and enforce a non-fraternization policy. Learn the legal risks associated with non-fraternization policy. Overcome the obstacles to successful policy enforcement. Get out of the babysitting business and take away sample policy language for both large and small organizations.
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Why Lorman?
Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Agenda
Why We Can No Longer Ignore Workplace Romance
- Inappropriate Favoritism
- Balance of Power
- High Percent of Employees Dating and Marrying Co-Workers
- #MeToo Movement
The Challenges
- Employees Bring Their Private Life Into the Workplace
- Companies Waiting Until Behavior Affects Performance Before Acting
- One Problem With Standard Non-Fraternization Policies: Enforcement
The Law
- Privacy: Legal Activity off the Job
- Marital Status
- Anti-Nepotism Policy
- The Difference Between Harassment and Responsible Romance
- Current Case Law
How to Structure Policy
- Explain Why
- Definition of Acceptable and Unacceptable Behavior
- Consequences
It's About Your Corporate Culture
- Sample Behavior Policy
- Sample Sexual Harassment Language
- Sample Anti-Nepotism Language
- Sample Non-Fraternization Policy for Small Business (Less Than 500 Employees)
- Sample Non-Fraternization Policy for Big Business (More Than 500 Employees)
Credit
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Why Lorman?
Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Credits
OnDemand Course
This course was last revised on April 23, 2020.
Call 1-866-352-9540 for further credit information.
- ASA 1.5
- This program qualifies for 1.5 continuing education hour(s) towards maintaining your ASA credential. Please contact ASA for more information at [email protected]
SHRM 1.5
- Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC(s) for the SHRM-CP or SHRM-SCP.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
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Why Lorman?
Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Faculty
Hunter Lott
HR Policy Studio
- Founder of Hunter On Tap
- Support for one-person HR departments in their situational decision-making
- An HR problem-solver; he has delivered over 4000 on stage events, over 17,000 presentation hours and reviewed over 1200 employee handbooks; he won accolades as a senior course leader for the American Management Association and as a speaker with the Society for Human Resource Management; he is a Millennium designated speaker with Vistage and has earned both “Speaker of the Year” and “Impact Speaker of the Year” Vistage honors
- Member of SHRM
- Master's degree in employment law
- Can be contacted at 507-993-1340 or [email protected]
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Why Lorman?
Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
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