803
author_image
Jonathan A. Segal
Partner
Share

I am pleased to post my latest blog from Entrepreneur.

Let’s face it. Almost every businessperson works day and night.

Is your iPhone next to your bed? Do you check your email before your sleep?

So as work cascades into every aspect of life, it is not surprising that personal issues (including matters romantic and sexual) also cascade into the workplace. .

When I have talked with managers about the risks of supervisory-subordinate dating, many have said, “If I can’t date people with whom I work, I won’t be able to date at all because I am always working.:

Love happens as a result of proximity, common interests and shared passions.

Around Valentine’s Day, many employees will be sending cards to workplace paramours.

But love and lust are in the workplace air every day. So here are six suggestions to minimize the risk that office relationships will turn into workplace litigation:

To read on, please click here.

This post should not be construed as legal advice or as pertaining to specific factual situations.

About Jonathan A. Segal
803
author_image
Jonathan A. Segal is a partner at Duane Morris LLP in the Employment Group. He is also the managing principal of the Duane Morris Institute. The Duane Morris Institute provides training for human resource professionals, in-house counsel, and other leaders at client sites and by way of webinar on myriad employment, leadership labor, benefits and immigration topics. Jonathan has served intermittently as a consultant to the Federal Judicial Center in Washington, D.C. for more than 20 years, providing training on employment issues to federal judges around the country. Jonathan also has provided training on harassment on behalf of the EEOC as well as providing training on diversity to members of the United States intelligence agencies. Jonathan is also frequently a featured speaker at national, state and local human resource, business and legal conferences, including conferences sponsored by the Society for Human Resource Management and the Pennsylvania State Chamber of Business and Industry. Jonathan’s practice focuses on maximizing compliance and minimizing legal risk. Jonathan’s particular areas of emphasis include: equal employment opportunity in general and gender equality in particular: social media; wage and hour; performance management; talent acquisition; harassment prevention and correction; and non-competes and other ways to protect your business. You can find him on Twitter @Jonathan_HR_Law .
798
author_image
Jonathan A. Segal
Partner
Share

I am pleased to post my latest blog for SHRM Blog on the dangers of recognizing Valentine’s Day in the workplace.

Well, there are now fewer calls to the phone banks of plaintiffs’ lawyers’ as most problems resulting from holiday parties already have been raised. But plaintiffs’ lawyers have no fear: there will be a salvo of calls after Valentine’s Day. And that reminds me of a story.

It is 9:00 a.m. A secretary reports to her desk. Waiting for her is a sealed card.

To read on, please click here.

THIS BLOG SHOULD NOT BE CONSTRUED AS LEGAL ADVICE, PERTAINING TO SPECIFIC FACTUAL SITUATION OR ESTABLISHING AN ATTORNEY-CLIENT RELATIONSHIP.

About Jonathan A. Segal
798
author_image
Jonathan A. Segal is a partner at Duane Morris LLP in the Employment Group. He is also the managing principal of the Duane Morris Institute. The Duane Morris Institute provides training for human resource professionals, in-house counsel, and other leaders at client sites and by way of webinar on myriad employment, leadership labor, benefits and immigration topics. Jonathan has served intermittently as a consultant to the Federal Judicial Center in Washington, D.C. for more than 20 years, providing training on employment issues to federal judges around the country. Jonathan also has provided training on harassment on behalf of the EEOC as well as providing training on diversity to members of the United States intelligence agencies. Jonathan is also frequently a featured speaker at national, state and local human resource, business and legal conferences, including conferences sponsored by the Society for Human Resource Management and the Pennsylvania State Chamber of Business and Industry. Jonathan’s practice focuses on maximizing compliance and minimizing legal risk. Jonathan’s particular areas of emphasis include: equal employment opportunity in general and gender equality in particular: social media; wage and hour; performance management; talent acquisition; harassment prevention and correction; and non-competes and other ways to protect your business. You can find him on Twitter @Jonathan_HR_Law .