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So you take him to the side and let him know that the relationship needs to end or you might be forced to enforce the policy. While the CFO is a fine employee, you have been thinking of getting someone better for a while now. So if you have a policy, make sure you are actually enforcing it and that you are enforcing it the same with everybody. While you should make a clear policy and enforce it, what you decide to put in that policy should be based on how you want to operate.Using the policy as the reasoning, the CFO is then forced to retire. A lot of what I have talked about so far has dealt with supervisor/supervisee relationships. However, one last interesting facet of all this is whether you can even ban these relationships at all.At the very least, it is wise to take steps to ensure any relationship is brought forward to the company, given visibility to the rest of the workers, and conducted in an-above board manner.Even if you do not have a policy that bans supervisors or executives from dating employees, make sure whatever your policy is has been put down in words, in whatever format you keep your other policies, and that it has been clearly communicated to all of your employees. It was against Priceline’s policy for their executives to have romantic relationships with any of their employees. They had no plans – that I know of anyway – to get rid of their CEO anytime soon. This employee was not his direct report, but that did not matter.

Huston violated that policy, and thus had to leave.This got me thinking: What exactly is wrong with these men dating a worker – especially when that worker is not a direct report?Is it just a moral dilemma or are there legal considerations?If you already have a policy in place banning supervisor/supervisee relationships, does that change your legal obligations? Once a policy is in place, you need to be extra vigilant about enforcing it in a consistent manner. To see what I mean, think about this illustration: The CEO of your company has an affair with one of the employees at your company. Your workplace has a very clear policy banning this type of relationship with a zero tolerance policy.This CEO is great, though, and you do not want to lose him. A few years later, the CFO starts a relationship with the employee. When a policy is not consistently enforced across the board, the company opens itself up to disparate treatment discrimination suits. On the side of banning workers from dating, you have the following arguments: In the end, what it comes down to is personal choice.

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