How JustAnswer Works:

  • Ask an Expert
    Experts are full of valuable knowledge and are ready to help with any question. Credentials confirmed by a Fortune 500 verification firm.
  • Get a Professional Answer
    Via email, text message, or notification as you wait on our site.
    Ask follow up questions if you need to.
  • 100% Satisfaction Guarantee
    Rate the answer you receive.
A new question is answered every 9 seconds

Ask an Employment Lawyer

Tina
Tina, Lawyer
Category: General
Satisfied Customers: 8063
Experience:  JD, BBA, recognized by ABA for excellence.
4460311
Type Your Employment Law Question Here...
characters left:
7 Employment Lawyers are Online Now

JustAnswer in the News:

 
 
 
Ask-a-doc Web sites: If you've got a quick question, you can try to get an answer from sites that say they have various specialists on hand to give quick answers... Justanswer.com.
JustAnswer.com...has seen a spike since October in legal questions from readers about layoffs, unemployment and severance.
Web sites like justanswer.com/legal
...leave nothing to chance.
Traffic on JustAnswer rose 14 percent...and had nearly 400,000 page views in 30 days...inquiries related to stress, high blood pressure, drinking and heart pain jumped 33 percent.
Tory Johnson, GMA Workplace Contributor, discusses work-from-home jobs, such as JustAnswer in which verified Experts answer people’s questions.
I will tell you that...the things you have to go through to be an Expert are quite rigorous.
 
 
 

What Customers are Saying:

 
 
 
  • Wonderful service, prompt, efficient, and accurate. Couldn't have asked for more. I cannot thank you enough for your help. Mary C. Freshfield, Liverpool, UK
< Last | Next >
  • Wonderful service, prompt, efficient, and accurate. Couldn't have asked for more. I cannot thank you enough for your help. Mary C. Freshfield, Liverpool, UK
  • This expert is wonderful. They truly know what they are talking about, and they actually care about you. They really helped put my nerves at ease. Thank you so much!!!! Alex Los Angeles, CA
  • Thank you for all your help. It is nice to know that this service is here for people like myself, who need answers fast and are not sure who to consult. GP Hesperia, CA
  • I couldn't be more satisfied! This is the site I will always come to when I need a second opinion. Justin Kernersville, NC
  • Just let me say that this encounter has been entirely professional and most helpful. I liked that I could ask additional questions and get answered in a very short turn around. Esther Woodstock, NY
  • Thank you so much for taking your time and knowledge to support my concerns. Not only did you answer my questions, you even took it a step further with replying with more pertinent information I needed to know. Robin Elkton, Maryland
  • He answered my question promptly and gave me accurate, detailed information. If all of your experts are half as good, you have a great thing going here. Diane Dallas, TX
 
 
 

Questions about Workplace Dating Policy

Workplace dating is not allowed in many companies. There are many reasons for an employer to enforce an employee dating policy that discourages or prohibits workplace dating. Sexual harassment claims and liability to the employer are two important reasons employers choose to prohibit workplace dating. Many employees find this policy offensive and a violation of their rights. This can lead to questions about employee rights and the legalities of having a workplace dating policy. Employment Lawyers on JustAnswer answer a wide variety of Employment Law questions regarding workplace dating and employee rights. Below are five of the top questions answered by the Experts.

Do employers have the right to inquire about employee relationships?

If your company has a policy that prohibits dating within the workplace, then your employer has every right to inquire about a relationship that you may have with another employee within the company. Companies that have policies that prohibit inner workplace relationships have been upheld by the courts, even if you are dating another employee who is in a different location.

Is it legal for an employer to ask an employee about a workplace relationship and then prohibit the relationship?

Usually, an employer may choose to prohibit dating within the company if there is a workplace dating policy in place. This rule usually applies to all classes of workers and upper management. Many companies have strict policies about inner work relationships and there are no laws that restrict an employer from implementing these rules at any time. An employer may ask an employee about an inner work relationship, but they should exercise caution when doing so. If handled the wrong way, the employer could be liable for sexual harassment of unlawful discrimination.

What legal recourse does an employee have if they end a relationship with a supervisor and start getting harassed?

Usually, if an employer is harassing an employee who has ended a relationship with the employer, the employer could be in violation of a federal law based on discrimination. Employers who have 15 or more employees are prohibited against retaliating or discriminating against any employee based on race, age, religion, sex, or disability. Sexual harassment is implied in that prohibition, which falls under sexual discrimination. Retaliation from a break up of a sexual/personal relationship that took place within the workplace, especially if one of the persons involved holds a superior job title over the other party is normally considered sexual harassment. The employee should file a formal complaint on the grounds of discrimination with the Equal Employment Opportunity Commission (EEOC) office.

In North Dakota, can an employer prohibit employees from dating?

In the absence of an employment agreement, an employee in North Dakota is considered an ‘at will’ employee. At will employers are in control of making and upholding any set of rules they choose. If an employer chooses to make a rule against employee relationships outside of work, they can enforce such rules. Due to the risk of sexual harassment suits and workplace violence between employees, many employers choose to restrict or prohibit any type of workplace dating or relationships. The courts uphold these requirements as legitimate business request in order to ensure employee safety and lessen the liability to the employer.

If an employee is having a relationship with a co-worker and is arrested off company property for domestic violence and the charges are dropped, can the employer fire the employee and deny benefits?

It is the employer’s responsibility to provide a safe work environment for the employees. If an employer thinks that the actions of an employee could put other employees at risk, the employer has the authority to prohibit that person from the workplace. Usually, in order for the employer to withhold benefits from an employee, the employer would have to prove that the employee intentionally committed an act of misconduct or violated workplace procedure or policy. In this case, since the charges were dropped, you could possibly argue that technically, no company policies have been broken.

Workplace dating policies can be tricky for people who are not familiar with legal technicalities. If you find yourself in a situation that requires knowledgeable insight on any aspect of employment law, you can ask an Employment Lawyer on JustAnswer. The Experts provide legal insight and Expert opinion on a wide range questions arising out of workplace dating problems and can offer an answer that will fit your individual situation in an efficient and knowledgeable manner.

Ask an Employment Lawyer

Tina
Tina, Lawyer
Category: General
Satisfied Customers: 8063
Experience:  JD, BBA, recognized by ABA for excellence.
4460311
Type Your Employment Law Question Here...
characters left:
7 Employment Lawyers are Online Now

How JustAnswer Works:

  • Ask an Expert
    Experts are full of valuable knowledge and are ready to help with any question. Credentials confirmed by a Fortune 500 verification firm.
  • Get a Professional Answer
    Via email, text message, or notification as you wait on our site.
    Ask follow up questions if you need to.
  • 100% Satisfaction Guarantee
    Rate the answer you receive.

Employment Lawyers are online & ready to help you now

Ron
ASE Certified Technician
Satisfied Customers: 21604
23 years with Ford specializing in drivability and electrical and AC. Ford certs and ASE Certs
Dr. Y.
Urologist
Satisfied Customers: 18608
I am fellowship trained specializing in general urology and reconstructive urology.
John
Home Appliance Technician
Satisfied Customers: 13453
Appliance repair business owner for over 43 years.

Recent Workplace Dating Questions

  • Hi There. I am an at will employee who is about to be fired 2 weeks into starting a job.

    Hi There.
    I am an at will employee who is about to be fired 2 weeks into starting a job. Can I get unemployment benefits? If so how much am I entitled to?
    This is in KY by the way.
    Thanks,
    V.
  • Hi my father in law has own chief of police I have been a cop

    Hi my father in law has own chief of police I have been a cop for 11 years off and on I have many certification in law enforcement and I have a criminal justice degree the town he works in is small and they have a hard time getting good persons to work I want to go work for him but we were told about this nepitism law and then I heard that there was some loop holes to legal get around it like if no one contest it for 3 days then it ok I was just wondering the truth on it thanks o and by the way this is in louisiana
  • I'm a sole proprietor Recruiter/Head Hunter... I used this

    I'm a sole proprietor Recruiter/Head Hunter... I used this service before re: a Non-Compete and was satisfied, so I'm back!! I have a recruiting contract w/Stryker ($10 Billion Sales) that contract reads: "Stryker Spine will pay all fees forty-five (45) days after the candidate commences employmentl."
    "If candidate leaves Stryker for any reason whatsoever within three (3) months we agree to refund the entire fee or provide a replacement candidate. If candidate leaves Stryker for any reason whatsoever between four (4) and six (6) months, we agree to refund one-half of the fee". The fee was $8,000 which I have in my account. My candidate quit moved from Phoenix to Vegas for the position... after 80 days he asked to be moved home to Phoenix. Stryker could not accomidate him so he resigned... My ? is, Stryker took 71 days to pay vs. 45 as stated... does that void this agreement? Also, since it states "refund entire fee or provide a replacement candidate" can I keep $ and tell them I will provide a replacement? Lastly, I could care less about keeping them as a client!! Thanks, ***** *****
< Last | Next >
View More Employment Law Questions