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If an employee was let go under this policy without solid evidence and that employee came back and alleged the real reason for the discharge was gender, race, age, etc., then the employer would have a weak defense since its ‘legitimate business reason’ for the termination was so flimsy.” So there are the facts on legality. From the employer’s side, there are all kinds of reasons not to want couples in your organization — but banning dating upon penalty of firing is a very old-fashioned policy and out of touch with how most modern workplaces operate.Throw in the fact that they have a pattern of firing the women in these couples but not the men, and there’s something pretty disturbing there."Isolation can be a physical killer." Speed dating typically conjures images of big cities and millennials, but as Phillips is learning, it might also be a unique fit for senior citizens.She's organized five speed-dating events for seniors in her community so far, with more planned for November and December.I’d say that you have to decide if you want to work for a company that operates that way.(And that’s not a loaded question; you can certainly decide for plenty of legitimate reasons that you do.) But if you decide that you do, then yeah, I’d avoid hanging out with your male coworker socially, unless you’re prepared to potentially lose your job over it.
I carpool with a male coworker, and he and I have become friends. Being well-coded, it makes building and managing your website quick and easy.It offers a clean contemporary design that aims to provide an excellent user experience, and engage people who visit the site.(Or at least it’s illegal if your company is big enough to be covered by federal discrimination statutes — meaning that it has 15 or more employees.) As for the question of whether they need reasonable suspicion, employers don’t generally need “proof” before taking disciplinary action against employees in matter, but because the issue of romantic relations is a sticky one, I turned to employment attorney Bryan Cavanaugh to weigh in.He says: “As for reasonable suspicion, the law does not impose any sort of standard that the employer must meet before taking action.