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<blockquote data-quote="UPS Lifer" data-source="post: 658365" data-attributes="member: 9789"><p>Years ago, UPS had a strict policy of no relatives working. Even with those guidelines, relatives slipped through the cracks all the time but it was almost like "don't ask don't tell". Because of this clandestine behavior, it was out of sight out of mind. </p><p></p><p>As the workplace integrated with women in all positions, similar stories ensued. ... again, out of sight out of mind or don't ask don't tell. </p><p></p><p>As society and the company continued to move forward, changes in our policies took place. We opened the door to allowing relatives to work, and guidelines were developed. Sexual harassment policies continued to evolve over the last 20 years as well. </p><p></p><p>In most cases, (there are always exceptions!) these policies work. It is always best to handle each case on the individual merits and at the local level. </p><p></p><p>For example, if two people are showing displays of affection in a work environment then sexual harassment policies kick into gear. </p><p></p><p>Anybody that decides to to dip their pen into the company ink well runs the risk of progressive corrective action. </p><p></p><p>If you have a problem with what you see get HR involved.</p></blockquote><p></p>
[QUOTE="UPS Lifer, post: 658365, member: 9789"] Years ago, UPS had a strict policy of no relatives working. Even with those guidelines, relatives slipped through the cracks all the time but it was almost like "don't ask don't tell". Because of this clandestine behavior, it was out of sight out of mind. As the workplace integrated with women in all positions, similar stories ensued. ... again, out of sight out of mind or don't ask don't tell. As society and the company continued to move forward, changes in our policies took place. We opened the door to allowing relatives to work, and guidelines were developed. Sexual harassment policies continued to evolve over the last 20 years as well. In most cases, (there are always exceptions!) these policies work. It is always best to handle each case on the individual merits and at the local level. For example, if two people are showing displays of affection in a work environment then sexual harassment policies kick into gear. Anybody that decides to to dip their pen into the company ink well runs the risk of progressive corrective action. If you have a problem with what you see get HR involved. [/QUOTE]
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