In short, she did not take advantage of the learning opportunity and was, in general, an ineffective employee.
Now that I have a new full-time job, I find myself lying to her when she asks if I have any prospects or know of any job openings.
You answered it as if it were any other question about company policies, rather than the gross, out-of-line statement that it was. ” followed by, “I’m having trouble understanding this question as anything other than wildly inappropriate.” Followed by keeping a really close eye on him, because someone who does this is usually someone who’s going to have loads of other problems too (as you saw later that day).I don’t blame you for that; it’s hard to have a perfect answer in the moment when you’re so taken off-guard. Frankly, it’s so wildly inappropriate and indicative of other likely problems that it also wouldn’t have been unwarranted to revisit the question of whether you’d made the right hire (had he not taken care of that for you a few hours later). I don’t want to be a reference for my lazy acquaintance I’m finding myself in between a rock and hard place.The most common accusation you hear in court is something like, "I dumped him, so he retaliated against me by firing me," or "he denied me a promotion," or "he cut back my overtime." We've seen plenty of other cases where a spurned boss persists and ends up provoking a sexual harassment lawsuit. You could argue that your exposure to lawsuits is even greater if the relationship is clandestine.It's understandable that HR people want to forbid the practice. So, many employers encourage people to publicly disclose the relationship.I’m the manager at a branch location of a family owned retail garden center.
I wanted to ask if you had any advice a situation that I came across recently involving a candidate who I had decided to hire.
What should I tell the hiring manager when she, inevitably, drops my name?
You’d be doing her a favor if you stopped lying to her and told her what’s going on.
Many people ridicule these policies, particularly the clause asking the parties to tip off HR when the relationship ends (“Can you imagine anybody actually doing that? And it sends a reminder to the two lovebirds, who believe their love will never end and are blind to the problems their relationship might cause in the workplace.
A review of the policy documents, plus a friendly chat with HR about the perils of boss/subordinate dating, could significantly reduce your risk of getting sued.
I was totally creeped out and told him that it was not allowed.