Page 14 - TMCF 2025 HR Team Manual

PERSONAL RELATIONSHIPS IN THE WORKPLACE
TMCF recognizes and supports the natural development of interpersonal
relationships in the workplace. However, TMCF also believes that a work
environment where employees have established boundaries between
personal and professional relationships is necessary for effective business
operations. Consequently, during work hours and in the work environment,
each team member is expected to conduct themselves in an appropriate
and professional manner, i.e., one which does not interfere with the
productivity of others or the workplace. Team members are strictly
prohibited from engaging in physical contact or verbal exchanges with
fellow team members or business invitees while in the work environment, that would be deemed inappropriate by a reasonable person, regardless of whether the activity occurs in the office or during traditional work hours.
Personal interactions or relationships between team members during non-work hours or outside the work environment is generally considered to be a private matter, provided it does not create an issue in the work environment. However, relationships between a supervisor and a subordinate may be subject to additional scrutiny by Human Resources given the undue influence that a supervisor may be able to exercise over a subordinate.
In this case, supervisor shall be defined as persons having a direct supervisory or managerial responsibility over another or an indirect responsibility, in the case of team members at an executive level. Supervisors involved in a romantic relationship with a subordinate shall be required to disclose the same to Human Resources to determine whether a conflict of interest exists. Should Human Resources determine that a conflict of interest or similar risk
is present, Human Resources will work with the parties involved to consider options for resolving the conflict. The failure of a team member to cooperate in efforts to resolve an apparent conflict of interest, which is the product of a questionable personal relationship, may be subject to disciplinary action, up to and including termination.
Should any team member feel uncomfortable about a personal relationship in the workplace, he or she should address the issue as outlined in the anti-harassment policy. This policy applies to all team members without regard
to the gender or sexual orientation of the individuals involved. This policy shall also apply to team members’ interpersonal relationships and other interactions with business invitees or the employees of our partners, contractors or agents.
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