Dating fellow employees
The employer is requiring the trip, so they assume the risks — the risk that you might not be working there when the trip rolls around, the risk that you might be sick and unable to go, and the risk that the trip might be cancelled entirely for reasons that have nothing to do with you.
There are lots of costs that employers don’t (for instance, the costs of preparing for a new employee who backs out of the job right before starting, or having to pay unemployment benefits for a fired employee who put in no effort), but they’re still normal costs of doing business.
No-dating policies generally ban dating between a supervisor and their subordinate.
Employment attorney Anna Cohen, writing in HR Hero Online, suggests that no-dating policies can be problematic, as it is difficult to define exactly the type of behavior that will be restricted. United Parcel Services, the 7th Circuit appellate court upheld a no-dating policy that forbade managers from a romantic relationship with any hourly employee, as long as it was consistently enforced.
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It can be difficult to find the right words to say goodbye to an employee leaving your company.
This is also just a crappy thing to do — to require you to attend a work event outside the country and then try to stick you with the cost of an international plane ticket if you end up moving on before then (and not give you an out if you don’t want to agree to those terms).
In any case, I suspect it’s utterly unenforceable anyway, so if I were you, I’d just ignore it.
Cohen suggests that banning or limiting dating between supervisors and subordinates is the most important aspect of a dating policy.
Maria Stewart, a partner at Austin law firm Brown Mc Carroll LLP, suggests in the Austin Business Journal that policies on dating should include a way to report relationships that have turned hostile, and that employers must be on guard against any circumstances that could amount to harassment.