Section V, UNLAWFUL DISCRIMINATION AND HARASSMENT from the CORSA model Personnel Policy Manual: E. Workplace Romances. To avoid concerns of sexual harassment, preferential treatment and other inappropriate behavior, employees are required to inform [At Least Two, No More Than Four Designees, Title, Phone Number] if they currently are, or if they intend to become, romantically involved with a co-worker. Such relationships are not necessarily prohibited, but must be appropriately addressed. Should the County determine that a conflict exists between an employee's employment and a personal relationship with a co-worker, the County will attempt to work with the employees to resolve the conflict. Should operational needs prevent resolution, the relationship must cease or one or both of the parties must separate from employment. Supervisors are expressly prohibited from engaging in romantic or sexual relationships with any employee they directly, or indirectly, supervise. James Hale, ARM-P, ARM-E CORSA 614.246.1630 FAX 614.2200209 From: CORSA-broadcast [mailto:corsa-broadcast-bounces@corsa.org] On Behalf Of Noble, Michelle Sent: Monday, March 23, 2015 10:26 AM To: CORSA Broadcast Ema (corsa-broadcast@corsa.org) Subject: [CORSA-broadcast] Workplace Romance Good Morning! If you have some kind of workplace romance policy that requires disclosure of romantic involvement with a co-worker, we are interested in how it plays out in reality. 1. What constitutes a need to report a romantic relationship? 2. Do you have a definition for a romantic relationship in your policy? 3. How is it reported? Verbally, in writing, etc.? 4. If only one party reports the relationship, do you confirm that it is taking place with the other party and tell the employee who reported it that you intend to do so? 5. Is the couple advised that they must report the ending of the relationship and do you confirm with the other party is has ended? 6. Where and how is the documentation kept? 7. If you are out for dinner on the weekend and see a couple from work canoodling in the corner who haven't reported their romance, what do you do? 8. What is done about elected officials and reporting? 9. Have you had any complaints filed or lawsuits threatened regarding the policy? 10. Have there been any public records issues? 11. Have any romances gone awry that resulted in a civil protection order and how was that handled? 12. Has any discipline been issued as a result of the policy and if challenged, was it upheld? 13. Have you had anonymous complaints or otherwise from any non-involved parties wanting to report someone else's failure to report their romantic relationship? 14. How has the policy worked out so far? We appreciate any help you can provide as we consider expanding our policy to include reporting of consensual workplace relationships. Thank you in advance for your feedback. Have a great day! Michelle Michelle R. Noble Director, Clark County Personnel 50 E. Columbia St., PO Box 357 Springfield, OH 45501 mnoble@clarkcountyohio.gov<mailto:mnoble@clarkcountyohio.gov> 937-521-2008