Company dating in the workplace


for the purpose of this policy, is defined as all relatives, such as, but not limited to the following: spouses, relatives by marriage, domestic partners (as defined in the university’s affidavit of domestic partners), children (including step-children and foster children), parents, step-parents, grandparents, grandchildren, in-laws, siblings (including step-brothers and step-sisters), cousins, nieces, nephews, aunts and uncles.This definition is not to be construed to exclude the possibility of questions of favoritism arising with regard to other family members, or other close personal or external business relationships.The policy does not create a contract implied or expressed, with any Vanderbilt employees, who are employees at will.Vanderbilt reserves the right to modify this policy in whole or in part, at any time, at the discretion of the University. These relationships must not jeopardize the effective functioning of the University by the appearance of either favoritism or unfairness in the exercise of professional judgment.In relationships with students, the employee is expected to be aware of his/her professional responsibilities and to avoid apparent or actual conflict of interest, favoritism or bias.The University permits the employment of qualified family members, domestic partners, significant others and/or similar personal relationship of employees as long as such employment does not create a conflict of interest.In accordance with Case’s employment policies, the basic criteria for employee selection or promotion shall be appropriate qualifications in terms of education, experience, training and performance, consistent with Case’s needs.



For the purpose of this policy, family members are defined as spouse, domestic partner, daughter, son, parent, grandparent, grandchild, sister, brother, mother-in-law or father-in-law.However, children may not visit the workplace if their presence conflicts with department policy, federal or state law.Employees may bring children to appropriate University-sponsored programs and activities.If a relationship is deemed to be inappropriate under these guidelines, the appropriate department head or next level of administrator, after consultation with the EAD and a Human Resources Consultant will take appropriate action.

Actions taken may include, but are not limited to, an agreed upon transfer, a change in shift, a change in reporting structure, the Performance Management process or discharge.

VANDERBILT UNIVERSITY HUMAN RESOURCES POLICIES AND PROCEDURESSUBJECT: RELATIONSHIPS IN THE WORKPLACEEFFECTIVE DATE: July 1, 2015 Vanderbilt University strives to be a family-friendly workplace and is committed to maintaining an environment in which members of the University community can work together to further education, research, patient care and community service.