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.
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Potential noncompliance with the policy will be reported by the above-listed supervisors, department chairs, deans, or other responsible persons to Human Resources and investigated by the appropriate offices listed above.
If noncompliance is ascertained, measures will be taken to ensure suitable supervision/evaluation of the student or supervisee, and appropriate disciplinary measures with regard to the supervisor/faculty member will be taken.
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).
However, children may not visit the workplace if their presence conflicts with department policy, federal or state law.
Employees may bring children to appropriate University-sponsored programs and activities.for the purpose of this policy, is defined as all relatives, such as, but not limited to the following: spouses, relatives by marriage, domestic partners (as defined in the university’s affidavit of domestic partners), children (including step-children and foster children), parents, step-parents, grandparents, grandchildren, in-laws, siblings (including step-brothers and step-sisters), cousins, nieces, nephews, aunts and uncles.This definition is not to be construed to exclude the possibility of questions of favoritism arising with regard to other family members, or other close personal or external business relationships.In some cases, a concern over conflict of interest may arise involving other close relatives - such as aunts, uncles, cousins, or relatives by marriage.In any case, when employees are unsure about a potential conflict, they should fully disclose the circumstances in writing to their supervisor.Case will, in its discretion, exercise sound judgment with respect to the placement of employees in these situations in order to avoid the creation of a conflict or the appearance of a conflict of interest, avoid favoritism or the appearance of favoritism, and decrease the likelihood of sexual harassment in the workplace.