Nonacademic Regulations

Married on a dare? Here, you can take it back. The official law states that a marriage may be annulled if “one or both parties entered the marriage as a jest or dare. Put those pajamas back on. You got a permission slip for those dentures, lady? We know these weird marriage laws are true, but here are some marriage myths you can safely ignore. Content continues below ad Here, you’d better be nice to your mother-in-law. Better brush up on these tips to get your mother-in-law to like you , then. Sober up before you say “I do.

Conflicts of Interest at Work

Favoritism is exactly what it sounds like: For instance, a manager consistently offers an employee the best and most highly-regarded projects, even though that employee does not perform well enough to deserve them. Or perhaps an employee is offered a promotion over someone else who has been at the company longer and has more experience. Oftentimes, favoritism occurs when a manager and an employee have developed a friendship beyond the workplace.

Perhaps they worked together previously and have a shared history, or maybe they have bonded over common outside interests, like sports or music. Another form of favoritism is nepotism.

Stanford University, as a charitable entity, is subject to federal, state, and local laws and regulations regarding political activities:

People spend a lot of time at work and even more time at office lunches and happy hours, so it is not uncommon for workplace relationships to evolve into intimate relationships. When romantic relationships enter the workplace, the relationship is no longer just between two people, but can affect coworkers, supervisors, and the public. Relationships Between Supervisors and Subordinates While any relationship between employees may cause problems in the workplace, the level of exposure to employers increases when a romantic relationship develops between a supervisor and subordinate.

Such relationships can have actual and resonating effects on the workplace because of the power inequalities in the positions and the insecurity the relationship may create for other employees, especially those who report to the supervisor. County Board of Commissioners. Indeed, relationships that begin as consensual between supervisors and subordinates may later form the basis of a lawsuit.

Sexual Harassment If employers do not take swift, proper action upon discovering a romantic workplace relationship, they may be faced with claims of sexual harassment.

13 Surprising Marriage Laws You Might Be Breaking Right Now

We asked a series of writers and commentators, all leaders in their field. Fay Weldon, 76, is a feminist writer who began her career as the copywriter who coined the term ‘go to work on an egg’ in the Sixties. She has four sons and lives in North-west London, with her husband. It stops you concentrating fully and makes your role as a mother more important than any other responsibility. I had children early so I have never known any different, but I remember how hard leaving them was when they clung tightly to my legs.

We were offered more work for our unit and I chose one thing because my boss had already assigned me 2 other things.

When a situation arises that benefits an employee while affecting your company, it becomes a conflict of interest. So what are some examples of situations your employees might find themselves in? Examples of Conflicts of Interest Hiring an unqualified relative to provide services your company needs. Starting a company that provides services similar to your full time employer. Making arrangements to work for a vendor or client at a future date while continuing to do business with them.

Offering paid services on your time off to a company customer or supplier. Working part-time at a company that sells a competing product or service as your full-time employer. Accepting a payment from another company for information about your employer. Sharing confidential information about your employer with a competitor. Dating or having a romantic relationship with a supervisor. Making a purchase or business choice to boost a business that you have a stake in.

Accepting a favor or a gift from a client above the amount specified by the company. Owning part of a business that sells goods or services to your employer.

Restraining Orders

Workplace Violence Domestic Violence Domestic violence is abuse or threats of abuse when the person being abused and the abusive person are: Married or registered domestic partners, Divorced or separated, Dating or used to date, Living together or used to live together but more than just roommates , OR Closely related like parent, child, brother, sister, grandmother, grandfather, in-law.

Keep in mind that abuse and domestic violence do not have to be only physical. Abuse can be verbal spoken , emotional, or psychological. You do not have to be physically hit to be abused.

Sober up before you say “I do.

Catalog Navigation Nondiscrimination Policy Stanford University admits qualified students of any race, color, national or ethnic origin, sex, age, disability, religion, sexual orientation, gender identity, veteran status, or marital status to all the rights, privileges, programs, and activities generally accorded or made available to students at the University.

Consistent with its obligations under the law, Stanford prohibits unlawful discrimination on the basis of race, color, national or ethnic origin, sex, age, disability, religion, sexual orientation, gender identity or expression, veteran status, marital status or any other characteristic protected by applicable law in the administration of the University’s programs and activities; Stanford also prohibits unlawful harassment including sexual harassment and sexual violence. The following person has been designated to handle inquiries regarding this nondiscrimination policy: Kingscote Gardens 2nd floor , Lagunita Drive, Stanford, CA , voice , fax , titleix stanford.

Policy The following is the policy: Policy Stanford University, in compliance with state and federal laws and regulations, including the Americans with Disabilities Act of ADA; as amended and Section of the Rehabilitation Act of Section , does not discriminate on the basis of disability in administration of its education-related programs and activities, and has an institutional commitment to provide equal educational opportunities for disabled students who are otherwise qualified.

Students who believe they have been subjected to unlawful discrimination on the basis of disability, or have been denied access to services or accommodations required by law, have the right to use this grievance procedure. Applicability As a general proposition, the grievance procedure set forth below is applicable to undergraduate and graduate students of the University.

In general, it is designed to address disputes concerning the following: Disagreements regarding a requested service, accommodation, or modification of a University practice or requirement; Inaccessibility of a program or activity; Harassment or discrimination on the basis of disability; Violation of privacy in the context of disability. As a general proposition, this grievance procedure supplants the Student Academic Grievance Procedure and the Student Non-Academic Grievance Procedure both of which are set forth in this bulletin for disability-related grievances.

Questions of applicability will be decided by the Director of the Diversity and Access Office. Compliance Officers Stanford University’s Compliance Officers are responsible for administering this grievance procedure as well as ensuring compliance with applicable laws.

Dating in the Workplace: Roses are Red, Violets are Blue, If Coworkers Date, You Might Be Sued

Wu Feb 01, Comments 0 James Y. Eight years later, in Vault. It is no wonder that workplace romances thrive and seem to be increasing. Workers in all types of jobs spend most of their waking moments at work, developing professional and personal relationships with their colleagues.

On the Stanford campus and in the immediate vicinity, the following provide hour response and will arrange for police assistance, medical assistance, emotional support services, and advocacy and support:

Getty As the old saying goes “you don’t dip your pen in the company ink. Is this age-old adage becoming extinct? If you believe the stats of new employees entering the workforce, it might seem so. 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.

Just last month, Gary Friedman, the chief executive of Restoration Hardware, stepped down in the middle of the company’s public offering. Friedman was not married, so there was no affair. She didn’t even work there anymore! 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 year-old female employee.

A couple years ago, Hewlett-Packard’s chief executive, Mike Hurd, resigned amid accusations of falsifying expense reports to hide a personal relationship with an independent contractor. As companies grow and add employees, you will often see signs of budding workplace relationships. This can be especially true in high-growth companies that demand long work hours and tend to hire more single employees.

One more step

However, employers may have another opinion on the matter. Many employers see the idea of employees dating one another as potentially threatening productivity or even opening up too much liability for the employer. But can they prohibit it? The employers may fear: These could occur if there is too much time spent on personal pursuits rather than work.

Personally, I’ve never experienced any discrimination.

Last year, I had an accident and was off for two months. During my time off, they had three different people try to fill in one particular job and all three quit or transferred out because the work was simply “too hard”. So, when I returned to work, the job I had was filled by another and I was placed in a job no one wanted. I was assured that I would be returned to my old job as soon as they hired a replacement. During this time, the workplace bullies showed up. The first guy, on a major day of business, showed up drunk and hungover and could not fulfill his obligations on his position.

He just kind of sat down and hung out. His work was substandard, at best.

Favoritism and Nepotism: Dealing with Unfair Treatment in the Office

Furthermore, the appeal must be directed only to issues raised in the formal complaint as filed or to procedural errors in the conduct of the grievance procedure itself, and not to new issues.