Public Policy & Internal Standards

The average wage gap, adjusted for hours worked, is about 19 per cent. Andrew Dyson The Australian results, based on information on more than local employee salaries, showed that when variables such as age, education, experience, occupation, industry, location, year, company and job title, are taken into account, the adjusted gender pay gap shrinks from More than one-third 38 per cent of the unadjusted pay gap is explained by differences in how men and women sort into different occupations and industries with varying earning potential. It estimates that the Australian gender pay gap is roughly Advertisement The Glassdoor report, which tracks more than salaries employers reported from calendar years through to , had similar findings. The sample was 77 per cent male and 23 per cent female. The average age of those included was 35 years, with more than 6 years of work experience.

Dating in the Workplace – A Challenge for Employers

Employer policies can impact your ability to bring a claim in court and in some cases can create contracts between the employer and employee. To learn more about different types of employer policies and their lawfulness, read below: Does an employer have to follow its own handbook or personnel policy? Some state courts have held that an employer handbook is a contract unless the handbook expressly states that it is not a contract.

Policies are developed to guide employees in creating a legal, ethical, harmonious workplace, not to control the bad behavior of a few. You might consider a policy that prohibits supervisors from dating any employee who reports directly to him or her.

Where an individual exercises direct supervision to coerce another person to enter into a non-consensual relationship, the harm to that person and to the institution is evident. Even where the relationship is consensual, there is significant potential for harm when there is a power difference between the parties involved – – for example, between a supervisor and an employee or between a faculty or staff member and a student.

Any evaluation or supervision provided may be suspect in view of such relationship. A consensual relationship with a subordinate is likely to interfere with the ability of a superior to act and make decisions fairly and without bias. Even if the superior is able to avoid showing favoritism, the other individuals in the learning or workplace environment are likely to see themselves as being less favored and disadvantaged by the personal relationship.

Additionally, the damage can continue long beyond the consensual relationship and can make people suspicious of any future professional interactions between the individuals. The following policy is directed to faculty-student relationships, to staff-student relationships, to employee-employee relationships, and to student paraprofessional staff-student relationships. While the University normally has no interest in private romantic or sexual relationships between individuals, the University has adopted a consensual relationship policy for the following reasons: This Policy addresses consensual relations only.

Infidelity

November 26, This report is also available as a PDF file. A peak marks the end of an expansion and the beginning of a recession. The determination of a peak date in March is thus a determination that the expansion that began in March ended in March and a recession began. The expansion lasted exactly 10 years, the longest in the NBER’s chronology A recession is a significant decline in activity spread across the economy, lasting more than a few months, visible in industrial production, employment, real income, and wholesale-retail trade.

A recession begins just after the economy reaches a peak of activity and ends as the economy reaches its trough. Between trough and peak, the economy is in an expansion.

Here are Policies and Procedures sample for your employee. This handbook provides you with a general understanding of basic Human Resource Policies. Here are Policies and Procedures sample for your employee. transfer, or use of alcohol or illegal drugs in the workplace, while on duty, or while operating employer leased or owned vehicles.

Additionally, I know we share an awareness of the importance of precedent in our decision-making processes and our handling of workplace safety issues in a prudent, responsible, and legally compliant manner. It is my observation that Company does in fact have a workplace-bullying problem. While workplace bullying is completely legal in the United States, it has been cited by the FBI as a precursor to and risk factor for workplace violence; for more information please see: Unless you have an objection, I will draft a sample policy for your review.

As you know, employees do have right to organize under the NLRA. Unless I am unaware of additional information or documentation related to this matter, I recommend that we revisit this situation and seek technical assistance to ensure that we at Company have not made any errors in violation of the NLRA. If we learn that any errors were made, I recommend that we remediate those as soon as possible. Moving forward, I recommend that we consider implementing a decision-making protocol that will include technical assistance consultation from no-cost government or SHRM resources to prevent errors in the future.

I will follow this memo up with a list of quality upcoming available trainings on our area or via webinar. I know we share a commitment to prevent liability exposure for Company as well as personal liability exposure.

Knowledge Center

Incidence[ edit ] After the Kinsey Reports came out in the early s, findings suggested that historically and cross-culturally, extramarital sex has been a matter of regulation more than sex before marriage. For example, one study conducted by the University of Washington, Seattle found slightly, or significantly higher rates of infidelity for populations under 35, or older than Rates of infidelity among women are thought to increase with age.

In one study by Blow, rates were higher in more recent marriages, compared with previous generations. According to this theory, when people live within environments that are demanding and stressful, the need for bi-parental care is greater for increasing the survival of offspring. Correspondingly, monogamy and commitment are more commonplace.

Supervisors should also refer to policies, rules and regulations as well as consult with the human resources office within his or her respective agency. For technical assistance concerning specific situations, employees and employers may contact.

Posted in Sexual Harassment Workplace romances not only provide an endless stream of water-cooler gossip, they also raise numerous legal concerns, such as those dealing with privacy, sexual harassment, and unlawful termination. More and more employers seek to limit their exposure to the legal liability and morale problems that result from disintegrated interpersonal relationships in the workplace by adopting policies that ban fraternization between co-workers.

However, a recent federal decision held that a blanket, non-fraternization policy that “implicitly” precluded employees from engaging in union or concerted activity was unenforceable in violation of the National Labor Relations Act “NLRA”. The question for the court then became whether employees would reasonably interpret that “something” to include the protected activity of discussing their terms of conditions of employment.

To answer this questions, the court surveyed standard dictionary definitions of the word “fraternize. As unions are fraternal organizations, the court concluded that employees would reasonably understand the rule to prohibit union activity under the NLRA, not just personal entanglements. More significantly, the court proffered that the word “fraternize” meant something different in the Lafayette Park context than in the Guardsmark context.

Because the term “fraternize” can be defined as an intimate or friendly relationship with people of a different “social position,” and hotel guest are in a different “social position” than hotel employees, the court speculated that it was reasonable for Lafayette Park employees to understand that the rule did not preclude them from fraternizing with each other. This was in direct contrast to the Guardsmark non-fraternization rule that explicitly barred employees from fraternizing with each other.

As Guardsmark employees could not engage in protected activity without fraternizing with each other, the rule violated the NLRA.

Sample Training Manuals

This Policy then describes reporting options and available resources, including the availability of accommodations and interim measures. The Procedure section spells out the investigation and disciplinary process for matters in which employees or third parties are accused of misconduct and includes supplemental procedures for certain types of claims. Following the Procedures are additional sections with definitions of key terms, a list of resources for those affected by conduct prohibited by this Policy, and a list of applicable discrimination laws and contact information.

Appendix – Sample Policies and Forms. Acknowledgment of Receipt of Employee Handbook. Attendance Policy. Authorization for Background Check. Relationships Within The Workplace. Request for Change in Employment Status. Searches. Smoking Policy. Social Media Use Policy. Vacation and Sick Leave.

Opt out or contact us anytime “The relationship between these people and their husbands or wives is none of your business,” she said. Evelyn Cogan, professor of business law at LaSalle University in Philadelphia, said that employees pursuing this route might want to compile a chronological list of offending incidents, to document a pattern.

That depends on your workplace and your relationship with the pair. If you are close friends with both, and they were not aware that their flirting was irksome, they may be grateful that you brought the issue to their attention. If you are not too friendly with them, they may respond scornfully. If other colleagues find out what you have done about the situation, their reactions are likely to be mixed.

Some may applaud the strength of your convictions; others may label you as a tattletale or a prude. John Heins, senior vice president at Spherion, a worker placement firm in Fort Lauderdale, Florida, says that employees who choose to speak up must be ready for responses of every kind. Heather Brock, a lawyer at the law firm of Fowler White Boggs Banker in Tampa, Florida, said that companies in some states might be required to start a sexual harassment investigation the moment an employee complains about the situation to a boss or to human resources.

Generally, Brock said, the investigation process ends in some form of discipline for the offending party or parties. In some cases, this amounts to probation or sensitivity training. In other cases, because most companies retain employees at will, the situation could end in dismissal. A version of this article appears in print on February 19, , in The International Herald Tribune.

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The Rules of Workplace Romance Office relationships can lead to sexual harassment claims. Share on Facebook Cultural attitudes toward workplace romances are shifting. According to a survey conducted by Vault. Times are changing, and as companies reach out to hire recent college graduates, employers should be aware of the potential risks.

Workplace Rights/Employment Standards Administrative Policies. The following administrative policies are the current opinions of the Department of Labor & Industries about how the major labor laws under its jurisdiction should be applied.

Including examples of prohibited relationships[ 47 ] Clarify the extent to which, if at all, certain relationships are banned or discouraged Clarify the extent to which retaliation for following the policy is banned e. Consider whether the policy should provide exceptions for Case-by-case extenuating circumstances[ 49 ] Disclosure protocols: Consider whether the institution should be notified of employee-student amorous relationships Who has responsibility for disclosure?

Consider whether the institution should have formal procedures for avoiding conflicts of interest and potential misconduct[ 51 ] E. Periodic check-in with a supervisor, counselor, or administrators Formal management plan[ 52 ] Central management protocols: Consider whether the following are needed Documentation: Central repository for information on disclosures, investigations, remedial measures, and discipline in a single office or file Monitoring: Consider naming confidential sources that can assist those who may be seeking guidance but wish to maintain confidentiality e.

Though some may argue for specificity in delineating potential discipline for particular violations, most institutions have opted to name a range of disciplinary consequences for violations, allowing for discretion that can be applied on a case-by-case basis. She gratefully acknowledges the contributions of fellow Husch Blackwell team members, as well as NACUA staff and committee members, who shared their time and talents in editing this Note.

Current Strategies and Future Directions, 55 J. But see Sherry Young, Getting to Yes: Plymouth State College, A.

Workplace Romances: How Should Employers Handle Them?