SCHEDULE 35 - RELATIONSHIPS AT WORK POLICY
1.
ABOUT THIS POLICY
1.1
This policy governs personal relationships in the workplace. When we use the phrase "personal relationship" in this policy we mean any emotional or romantic relationship which goes beyond the normally accepted boundaries of the professional sphere between colleagues. This will include formal, family relationships (for example, where people are married or living together). It will also include less formal situations (for example, where the parties consider that they are "seeing each other" or "going out together"). This policy applies to all personal relationships between any member of staff, regardless of whether those involved work in the same team, department, division or office, or at the same site. This definition is not intended to be exhaustive. Given the sensitive nature of personal relationships, all staff are required to use common sense in assessing whether or not this policy is relevant to them. We respect the right of all our staff to a private life. We also understand that many people meet their partners at work and that personal relationships between staff are inevitable. For the avoidance of doubt, this policy is not intended to prohibit staff from having a personal relationship with a work colleague. It is intended to set out guidelines for their conduct within the workplace and to provide a framework for managers to deal sensitively, consistently and fairly with personal relationships which may affect the business.
1.2
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1.5
This policy does not form part of any contract of employment or other contract to provide services, and we may amend it at any time. It will be reviewed regularly.
2.
PURPOSE OF THIS POLICY
2.1
In many cases a personal relationship between staff will not interfere with work. However, sometimes a personal relationship will be or become problematic because it adversely impacts on other colleagues or negatively affects business efficiency. Personal relationships can be particularly problematic where they involve members of the same team or are between a supervisor or manager and subordinate. This means that personal relationships are potentially a legitimate management concern. In issuing this policy, we seek to address the following, non-exhaustive, issues which may arise where there is a personal relationship:
2.2
lack of transparency in relation to workplace matters;
risks to the confidentiality of business information;
legal risks regarding discrimination and harassment;
potential conflicts of interest of those involved in personal relationships;
actual or perceived bias regarding recruitment, promotion, annual leave allocation, appraisals, discipline and grievance and other operational matters where staff in a personal relationship are also in a direct reporting or subordinate relationship;
potential for negative effect on general public perception of fairness, objectivity and impartiality;
embarrassment of other staff;
fear of favouritism by other colleagues;
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