He says: “As for reasonable suspicion, the law does not impose any sort of standard that the employer must meet before taking action.That is to say, the employer does not need admissions from the employees, or explicit emails, or video evidence.A former employee can sue for wrongful termination in the event that he is fired without cause, unless his employment contract states that he is an "at will" employee.At-will employees can terminate their employment or be terminated at any time for any reason.When new employees are hired they may be given an employment contract to sign.Once the contract is signed, both the employer and employee are obligated to abide by its terms.These policies are enforced by management and human resources departments.Check your employee handbook to see what your company's policy is if you are concerned about fraternization.
(Or at least it’s illegal if your company is big enough to be covered by federal discrimination statutes — meaning that it has 15 or more employees.) As for the question of whether they need reasonable suspicion, employers don’t generally need “proof” before taking disciplinary action against employees in matter, but because the issue of romantic relations is a sticky one, I turned to employment attorney Bryan Cavanaugh to weigh in.
Meeting up with co-workers and managers outside of work for a drink or dinner does not cross the line into fraternization unless it results in favoritism or leads to inappropriate romantic relationships.
While being friends with a co-worker doesn't mean you can be fired from your job, you could get fired if your relationship causes a disruption at work.
I carpool with a male coworker, and he and I have become friends.
He would like to hang out and possibly go to the movies and such things together.