Company dating in the workplace


If a relationship is deemed to be inappropriate under these guidelines, the appropriate department head or next level of administrator, after consultation with the EAD and a Human Resources Consultant will take appropriate action.Actions taken may include, but are not limited to, an agreed upon transfer, a change in shift, a change in reporting structure, the Performance Management process or discharge.If questions or concerns arise regarding potential harassment or discrimination, the employee should contact the EAD.This policy is intended as a guideline to assist in the consistent application of University policies and programs for employees.The policy does not create a contract implied or expressed, with any Vanderbilt employees, who are employees at will.Vanderbilt reserves the right to modify this policy in whole or in part, at any time, at the discretion of the University. for the purpose of this policy, favoritism is defined as the basing of decisions regarding hiring, selection, promotion, wages, hours, or other conditions of employment on relationship rather than on objective standards and the needs of the university.for the purpose of this policy, nepotism is defined as favoritism toward family members.

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When relationships develop into situations that may be viewed as harassment or discrimination, employees should refer to the Anti-Harassment Policy and the Equal Opportunity and Affirmative Action Policy.Any employee who engages in such a relationship must accept responsibility for assuring that it does not result in a conflict of interest or raise other issues of professionalism.In cases of doubt, advice and counsel should be sought from the EAD or a Human Resources Consultant.The University permits the employment of qualified family members, domestic partners, significant others and/or similar personal relationship of employees as long as such employment does not create a conflict of interest.