Federal employee dating policy

Often, an employee will argue that he or she was an unwilling participant in a relationship that merely appeared to be consensual.

Even a consensual relationship, if it goes sour, can result in unwelcome advances, stalking, or other predatory conduct.

Most government, military, and business organizations have some type of fraternization policy that applies to superior-subordinate sex.

The purposes of such policies include concerns that such relationships may be the product of subtle or not-so-subtle coercion, may lead to favoritism for the subordinate, may undermine other employees' morale, may undermine the organization's reputation for fairness, may lead to retaliation suits, may embarrass the entity in public and may, in other ways, impair the effective, non-biased functioning of the organization.

If coercion or favoritism are found, then the head of the organization is usually terminated.

Information on how to file an employment discrimination claim may be found at the end of this document.

This issue arises under the heading of "fraternization" rules and is worth reconsidering with the Dominique Strauss-Kahn scandal in the news -- not because of the current sexual-assault charges that have led to his resignation as head of the International Monetary Fund, but because of an incident three years ago that did not: A 2008 investigation of Strauss-Kahn's affair with a subordinate economist at the IMF concluded that the affair was consensual, and that while Strauss-Kahn had acted inappropriately, he had not acted coercively. (The IMF economist recently released a letter she sent to the investigator in 2008 claiming coercion by Strauss-Kahn, but this view of events was not credited in the investigator's report.) In the factually similar cases of Strauss-Kahn at the IMF and Stonecipher at Boeing (married men, consensual sex, steamy communications), the "fraternization" results are completely opposite.

In different institutional settings, the IMF has no clear rules, the World Bank has a presumption of wrongdoing, and the U. military has a flat prohibition against superior-subordinate sex.

The ADA prohibits different treatment or harassment at work based on an actual or perceived impairment, which could include impairments resulting from domestic or dating violence, sexual assault or stalking.[5] For example: The ADA may require employers to provide reasonable accommodation requested for an actual disability or a "record of" a disability.[6] An actual disability is a physical or mental impairment that substantially limits one or more major life activities (which include major bodily functions).

A "record of" a disability is a past history of a substantially limiting impairment.

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