Client Update: Valentine’s Day @ the Workplace
Yellow diamonds in the light
And we’re standing side by side
As your shadow crosses mine
What it takes to come alive
It’s the way I’m feeling I just can’t deny
But I’ve gotta let it go – Rihanna
Office romances are tempting. Sometimes emotions interfere with common sense when it comes to love at the workplace. While a specific workplace romance policy may be difficult to enforce, Valentine’s Day is a reminder to review your Code of Conduct, Harassment and Social Media policies to ensure that a workplace romance does not interfere with business objectives.
CODE OF CONDUCT
At a minimum, your Code of Conduct should:
- State that romantic relationships must not affect the work environment or productivity;
- Require disclosure of superior | subordinate relationships to human resources; and
- Make employees aware of the company harassment policy.
HARASSMENT
Not all relationships have happy endings. Relationships can be complicated when the relationship crosses from romance to harassment. How do you best respond to a harassment complaint? Ensure your harassment policy is clear, communicated and enforced. The fundamentals of a harassment policy include:
- A clear definition of harassment;
- A complaint process;
- A fair and confidential investigation process; and
- A fair and final outcome mechanism.
SOCIAL MEDIA AND INTERNET ETIQUETTE
Welcome to the World Wide Web of potential sexual harassment claims. Now is as good a time as any to review your social media policy and ensure that something as seemingly innocuous as ‘omg, u look gr8’ does not land you before a human rights tribunal or in a courtroom. Do your social media or Internet policies dovetail with other applicable policies (e.g., harassment, technology and confidentiality policies)? Employers should emphasize that all company policies apply when employees use social media.
Love may not conquer all, but it may conquer a few. Employees must be aware of the rules, procedures and consequences of their romance. While this won’t solve all potential issues of workplace romances, it will assist in setting boundaries to protect all parties involved.
The foregoing is intended for general information only. If you have any questions, or for a detailed list and background of our Labour & Employment practice group, please visit www.stewartmckelvey.com.
Archive
By Jennifer Taylor Introduction There is now a Nova Scotia decision on the interplay between the provincial Builders’ Lien Act and the federal Bankruptcy and Insolvency Act (“BIA”) in the interesting context of trusts. In Re Kel-Greg Homes Inc, Justice Rosinski…
Read MoreThe New Brunswick government is seeking feedback from stakeholders on proposed changes to the Employment Standards Act (“Act”). The proposed changes relate to: – the statutory minimum wage; – employment protections for young workers; and – coverage…
Read MoreOCTOBER 19, 2015 – FEDERAL ELECTION A Federal election has been called for Monday, October 19, 2015. Polls are open in Atlantic Canada from 8:30 a.m. to 8:30 p.m. Advance polls are open from…
Read MoreAs of August 1, 2015, section 4 of the Nova Scotia Automobile Tort Recovery Limitations Regulations was repealed. This section previously set the discount rate for future losses in automobile tort claims at 3.5%. The repeal…
Read MoreOn September 9, 2015, the Nova Scotia Department of Finance and Treasury Board opened a consultation on draft Regulations for Pooled Registered Pension Plans (PRPPs). The draft Regulations and an FAQ are posted online. PRPPs are…
Read MoreBy Jennifer Taylor – Research Lawyer September used to mean one thing: back to school. This year, Nova Scotia lawyers get a fresh learning opportunity of a different sort. It comes in the form of the new Limitation…
Read MoreTHE EDITORS’ CORNER Michelle Black and Sean Kelly Aaah, summer – that long anticipated stretch of lazy, lingering days, free of responsibility and rife with possibility. It’s a time to hunt for insects, master handstands, practice swimming…
Read MoreThe New Public Contracting World As part of an ongoing initiative aimed at ensuring Canada only does business with ethical suppliers, Public Works and Government Services Canada (“PWGSC”) has introduced changes to its Integrity Regime…
Read MoreIn an important case for insurance practice in Nova Scotia, the Court of Appeal has confirmed that the value of future CPP disability benefits is deductible under the SEF 44 family protection endorsement. Justice Scanlan wrote the…
Read MoreIn order to streamline the continuous disclosure obligations of venture issuers, the Canadian Securities Administrators (“CSA”) are implementing amendments to the national instruments and companion policies listed below, that will come into force across Canada…
Read More