Workplace dating waiver
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 employee is expected to be aware of his/her professional responsibilities and to avoid apparent or actual conflict of interest, favoritism or bias.
Familiarize yourself with the types of romances that can sneak over the line into shaky legal territory.
The biggest hazard for a company is the potential financial risk of litigation.
If one family member has influence over another family member's conditions of employment, the following should occur: In collaboration with the supervisor, the involved employees will be provided thirty days to make a decision regarding a change.
Options include, but are not limited to: If a decision is not reached by the end of the thirty-day period, the department head, or next level of administrator, will resolve the situation. Employees are encouraged to socialize and develop professional relationships in the workplace provided that these relationships do not interfere with the work performance of either individual or with the effective functioning of the workplace.
However, children may not visit the workplace if their presence conflicts with department policy, federal or state law.
Efforts by employees to initiate these relationships are also prohibited.
VANDERBILT UNIVERSITY HUMAN RESOURCES POLICIES AND PROCEDURESSUBJECT: RELATIONSHIPS IN THE WORKPLACEEFFECTIVE DATE: July 1, 2015 Vanderbilt 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, patient care and community service.
This policy provides guidelines for visitors in the workplace, family members working at Vanderbilt and relationships at work Children, family members, associates or friends are welcome for occasional, brief visits in the workplace.
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.