A workplace is strictly meant to maintain business relations with colleagues and associates of the organisation. It is necessary to define certain ground rules that define the impact of building personal relationships with each other. Such relationships that are not of business in nature may cause employees to act irrationally or take biased business decisions that may be detrimental to the interests of the organization.
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This policy covers rules to be followed with respect to:
A workplace is defined as an arena for like-minded people who gather or work together in order to conduct business on behalf of an organisation and help it to grow. It is necessary to define certain ground rules for employees that define the impact of building relationships with colleagues or other members of the staff. Employee relationships that are not of business in nature may cause employees to - at times - act or decide favourably or discriminately or irrationally or with partiality that may be detrimental to the interests of the organisation.
The policy also defines the process for hiring or working with spouse, siblings or any close blood relation within the same organisation.
This policy applies to all the employees regardless of gender, sexual orientation or blood relations and applies to situations leading to undue influence in business decisions, appraisals, promotions, transfers, allotments/allocations, investigations, audit, finance, procurement, facilities and benefits.
This policy is owned by < Name of the Person > and reachable @ < Contact Number > and < email address >
Before you decide to have a relationship with a colleague, please consider any problems or conflicts of interest that may arise. For example, if you’re working with a colleague on an important project, a relationship between the two of you (or a possible breakup) could affect your work. Make sure you’ve thought about all parameters before making a decision.
While we don’t object to employee relationships, our workplace is still a professional set up. We expect our employees to treat each other with respect and avoid hindering other people’s work. No employee, irrespective of their position or level in the organisation, is allowed to do anything that may embarrass or expose their colleague and should always respect their time, privacy and choices.
HR won’t get involved in employee’s private lives and will always be discreet, as long as there’s no disruption in the work, workplace or your colleague’s work. Also, make sure to:
We expect you to always behave appropriately and follow our Code of Conduct. This means you and your partner shouldn’t behave in a manner that:
Examples of acceptable behaviour are:
Examples of unacceptable behaviour are:
If a relationship with a colleague ends abruptly for any reason, both the impacted employees must maintain utmost professionalism, ensure there is no disruption to work and/or cause any disturbance at the workplace or share any such personal information with other colleagues. All these will result in violation of our Code of Conduct policy about respect in the workplace, and will face disciplinary action. Report any such incident to HR.
Impacted employees facing emotional or psychological distress or disturbance, ask HR about < the Employee Assistance Program >.
To avoid accusations of favouritism and abuse of authority, we strictly discourage supervisors / managers from dating their team members or those who report to their team members (directly or indirectly). HR should be approached in such situation so as to obtain appropriate guidance or remedies.
If an employee gets promoted or gets transferred from another department, they may find themselves managing a colleague they are dating or used to date or are blood relations. In this case, HR needs to be informed for appropriate resolution to avoid any future complications.
Document every information necessary for HR to review and provide appropriate resolution as per policy.
Irrespective of gender of couples, those who are married or in a live-in relationship or domestic partnership are not allowed to work in the same function or department nor can they have any reporting relationship nor can they be hired in the same function or department.
The following remedies are suggested for such situations:
Just like we expect employees to comply with the policy, HR has the responsibility to fulfil. That is to:
Any Deviation from this policy has to be approved by HR. Any changes to the policy has to be approved by Legal and Compliance.
Employees and co-workers maintaining relationships without informing their individual Managers or HR will be seriously viewed by the management as a violation of this policy and appropriate steps that will impact either or both parties will be initiated by HR.