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If staff, whether or not involved in the relationship, believe they have been, or are being, adversely affected, they are encouraged to contact the Employee Relations Office.When relationships develop into situations that may be viewed as harassment or discrimination, staff members should refer to the Affirmative Action and Equal Employment Opportunity Policy (I-1) and Sexual Harassment Complaints Procedure (I-1a).These relationships must not jeopardize the effective functioning of the University by the appearance of either favoritism or unfairness in the exercise of professional judgment.In relationships with students, the staff member is expected to be aware of his/her professional responsibilities and to avoid apparent or actual conflict of interest, favoritism or bias.The Human Resources Policy and Procedures Manual establishes a framework and sets standards that guide how we should conduct ourselves as employees and members of the broader Princeton community.
In the event of a discrepancy between this manual and a collective bargaining agreement covering employees who are represented by a union, the terms of the bargaining agreement will govern.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.In accordance with Case’s employment policies, the basic criteria for employee selection or promotion shall be appropriate qualifications in terms of education, experience, training and performance, consistent with Case’s needs.The university strives to be a family-friendly workplace and is committed to maintaining an environment in which members of the university community can work together to further education, research and community service.This policy provides guidelines for family members, domestic partners, significant others, and/or similar personal and consensual relationships, in the workplace.
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Allegations, reports or other information concerning an unreported inappropriate relationship where one party has evaluative or supervisory responsibilities over the other party will be investigated.