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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.Legally speaking, in most states an employer can enact a policy that prohibits employees from dating one another.(Check your state and local laws for exceptions, which do exist and are usually centered on employee privacy or limitations for employers on prohibiting nonwork activities.) However, even if legal, banning any work romantic involvement can come with its own consequences.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.

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.

Many people meet at work before beginning a romantic relationship.

Prohibiting it could decrease morale and could even result in losing employees who wish to date coworkers but cannot.

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