Workplace dating boss


These policies are legal and you should be aware of them as violation of the policies may lead to discipline or termination.

These clauses are common in employment contracts and provide a safeguard for the employer’s reputation. professional capabilities of an employee or physician to employees, physicians, patients, or visitors.” In contrast, the following provisions of the same employer’s policies were upheld as lawful: - “[w]illful and intentional threats, intimidation, harassment, humiliation, or coercion of employees, physicians, patients or visitors;” - “[p]rofane and abusive language directed at employees, physicians, patients or visitors;” - “[b]ehavior that is rude, condescending or otherwise socially unacceptable;” - “[i]ntentional mis-representation of information;” - “[b]ehavior that is disruptive to a safe and healing environment.” For more information on section 7 of the NLRA see question 10 on our Retaliation for Union Activity/Collective Action page.

For more information on Non-Compete and Arbitration clauses and how they affect your workplace rights, see our respective pages: Non-Compete Agreements and Arbitration Agreements.

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However, some union contracts or state laws (such as those in California), may limit an employer's ability to monitor your computer activity, so it is important to consult your contract and your state’s laws.

For more information see our Social Networking & Computer Privacy page.

Companies can minimize liability by having anti-harassment policies.

These can include various obligations, for example, an obligation to put an employer on notice or to follow the harassment policy when making a claim.

However, these types of policies may be illegal if they have the effect of prohibiting employee action that is protected by Section 7 of the National Labor Relations Act (NLRA) such as “concerted activity” for the purpose of collective bargaining, mutual aid or protection. counter to promoting teamwork;” - language prohibiting conduct that “impedes harmonious interactions and relationships;” - language prohibiting “negative or disparaging comments about the . Non-Compete and Arbitration clauses are common in employment contracts and are generally legal and binding.