Additionally, hiring family and friends can carry legal risks.It is important to note that the risks discussed in this Quick Counsel are not confined to the hiring context — the risks arise in many other areas of employment, such as assignment, compensation, evaluation, and promotion decisions.It's best to move that person to a new supervisor, if possible," she says. Create a "Love Contract." Once an employee relationship is revealed, Sanchez encourages employers to have each employee sign a contract that spells out certain expectations, while protecting the employees. It's important to check in with other employees and give them avenues to tell their supervisors if they are uncomfortable or if the relationship is affecting the workplace.The agreement spells out that the relationship is consensual and advises them of the company's sexual harassment policies. Public displays of affection, including touching or kissing can make other employees uncomfortable -- which is a morale problem and could present legal issues if such discomfort is part of a hostile workplace pattern, she says. Just as PDA is prohibited, so should romantic texting, email, or other use of company property to "enhance the relationship," Sanchez says. "If your employees perceive favoritism or other problems, it's not going to be good for your company," Sanchez says. It's always a good idea to run any policy by legal counsel, but especially so with office romance policies to ensure that your company is abiding by all local, state and federal laws and regulations.Members of the University community cannot thrive unless each is accepted as an autonomous individual and is treated without regard to characteristics irrelevant to participation in the life of the University.Freedom of expression is vital to our shared goal of the pursuit of knowledge and should not be restricted by a multitude of rules.
Conversely, there are practical reasons to not hire family and friends, particularly the inherent conflict of interest.Note: This content is provided as general background information and should not be taken as legal advice or financial advice for your particular situation.Make sure to get individual advice on your case from your union, a source on our free help page or an independent financial advisor before taking any action.That way, the employer can get involved in solving any potentially problematic issues, such as a supervisor dating someone who is a direct or indirect report."Because of sexual harassment concerns, you can't let a supervisor date one of his or her employees.