Even if it does not violate a written policy, your boss (the CEO or the board) might not care, and view it as a lack of senior management acumen.
Think of it this way: Is the potential relationship worth risking your good job or name?
" While the answer to the first question is pretty simple, the answer to the latter is less obvious.
The legal issue is what I like to call the "amplification" of potential liability that always exists around the employer-employee relationship.
Connecticut does not have any of the major types of abortion restrictions—such as waiting periods, mandated parental involvement or limitations on publicly funded abortions—often found in other states. Wade legalized abortion at the federal level, ruling that a woman's access to abortion is a matter of privacy, states are free to set numerous restrictions and regulations.
But Connecticut abortion laws are, generally speaking, among the least restrictive in the nation.
He's also a former talk radio host (KTLK AM 1150 at Clear Channel) and an entrepreneur himself, as the founder of Legal Endeavor.
But a lot of companies don't let the rank and file decide--they adopt policies that ban or limit workplace dating--all in the name of lowering liability.
Enforcing these policies can take their toll on a company. Earlier this year, Best Buy's chief executive, Brian Dunn, stepped down after an investigation by the board discovered he had shown "extremely poor judgment" with a 29-year-old female employee.
Essentially, any relationship between two people that could have a negative effect on the company if things sour, or if one party is able to improperly influence the other would fall under the policy.
One last generally acceptable rule: If you have a "C" (think CEO, CFO, COO) or VP in your title, you should always think twice about dating anyone in the workplace, even if he or she is not a direct report or within your chain of command.