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It is the responsibility of any person or persons in possession of this material to inform themselves of and to and take appropriate advice as to any applicable legal requirements and any applicable Federal and State regulations.is not responsible for any loss, injury, claim, liability, or damage ("damages") related to your use of the Site, whether from errors or omissions in the content of the Site or any other linked sites.This website uses features which update page content based on user actions.If you are using assistive technology to view web content, please ensure your settings allow for the page content to update after initial load (this is sometimes called "forms mode").Additionally, the damage can continue long beyond the consensual relationship and can make people suspicious of any future professional interactions between the individuals.The following policy is directed to faculty-student relationships, to staff-student relationships, to employee-employee relationships, and to student paraprofessional staff-student relationships.Even where the relationship is consensual, there is significant potential for harm when there is a power difference between the parties involved - - for example, between a supervisor and an employee or between a faculty or staff member and a student.Any evaluation or supervision provided may be suspect in view of such relationship.

This site is not intended to be used as a general guide to human resources management, or as a source of any specific human resources recommendations, and makes no implied or express recommendations concerning the manner in which any partner or clients' account should or would be handled, as appropriate human resources strategies depend upon the client's business objectives.Productivity may go down when people are distracted during the day, and dating in the chain of command may lead to suspicions that favoritism is at work.Another option for employers is requiring employees to notify management when they are in a consensual relationship with another employee, management or vendor.According to Chas Rampenthal, general counsel and vice president of product development at Legal Zoom, choosing to go without a dating policy and letting the rules on harassment and discrimination do the job is not really exposing yourself to legal liability -- as long as you do have well-designed policies on harassment and discrimination.Intra-office dating can lead to other problems, too.

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