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- W3124793757 abstract "I. INTRODUCTION Work is serious business. Management requires that employees act rationally while on the job. Workers are expected to compartmentalize their on-duty and off-duty lives. At work, they should devote themselves to the tasks of the job and avoid thinking as much as possible about personal issues. This approach is one of the pillars of the 1911 employment volume The Principles of Scientific Management, (1) which directed much of how twentieth-century American employers handled their workforce. (2) Compartmentalization is becoming increasingly more onerous. Today many people form personal relationships at work with co-workers, supervisors, subordinates or clients. As many Americans are getting married at an older age (3) and are working longer hours (4) in less sex-segregated work environments, (5) it is inevitable that some workplace interaction will go beyond the purely professional. This phenomenon is a cause of concern to managers, because the professional and personal spheres are beginning to blur. Employers are now confronted with situations in which employees are not only preoccupied with personal issues arising from outside of work, but with personal interactions with other members of the organization during working hours. This situation threatens traditional ideas of what should take place at work. In an attempt to manage this problem, employers have instituted a variety of rules and policies that regulate the extent to which employees are allowed to personally interact with one another. In this paper, I discuss examples of two types of regulations that employers have been implementing gradually, antinepotism rules and nonfraternization policies. The proffered rationale for these rules is based on interests other than the employer's desire to keep personal relationships out of the workplace. Supposedly, antinepotism rules are about issues of favoritism and conflicts of interest, (6) while nonfraternization policies are a means to fight the war on sexual harassment. (7) Both of these are worthy causes, but the tools forged to pursue them are often unwieldy and overly broad. Antinepotism rules and nonfraternization policies are disquieting to advocates of workers' rights because they threaten employees' right to privacy. (8) These regulations may have the effect of forcing employees to choose between their job and their intimate relationship. This issue is particularly alarming since it is usually the woman who eventually gives up her job when heterosexual couples are forced to make a choice, for example, when no-spouse rules are applied to couples who work together and want to get married. (9) Therefore, these facially neutral policies disparately impact the employment opportunities of women and are arguably discriminatory under Title VII of the Civil Rights Act. (10) The main argument in this paper is that we must abandon traditional ideologies about work, such as the dichotomy between the professional and the personal, and the unsubstantiated belief that mixing the two is inevitably bad for business. The proliferation of broad policies banning joint employment of spouses or fraternization among co-employees should be replaced with more reasonable rules or standards that better balance employers' business interests and individual autonomy. II. THE TWO-BODY PROBLEM AND ANTINEPOTISM RULES Antinepotism rules are self-imposed restrictions on the joint employment of members of the same family. There are more general policies, which limit the ability of family members to work for one employer, and specific no-spouse rules, which are concerned only with co-employment of married couples. The broadness of no-spouse restrictions also vary: some forbid the hiring of already married couples, but allow co-workers who marry during their employment to continue in their jobs, while others rule out any co-employment within the organization and require that one partner be discharged when two employees get married. …" @default.
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- W3124793757 date "2006-03-22" @default.
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- W3124793757 title "Love at Work" @default.
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