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Obvious University
Website
  • 👋Welcome to Obvious University!
  • Strategy
    • Sprints
      • 1️⃣Map
      • 2️⃣Sketch
      • 3️⃣Decide
      • 4️⃣Prototype
      • 5️⃣Test
    • Benchmarking
    • Research
      • 1️⃣Research guide
      • 2️⃣How to recruit users
      • 3️⃣How to conduct an interview well
      • 4️⃣How to take notes
      • 5️⃣How to prep for remote research
      • 6️⃣How to throw a watch party
      • 7️⃣How to create artefacts
  • Working with Features
    • Building with AI
      • 1️⃣Understand the tech
      • 2️⃣Map your product
      • 3️⃣Build a proof of concept
      • 4️⃣LLM Inputs
      • 5️⃣LLM Responses
    • Building Help and Support
      • 1️⃣How to scope a support experience
      • 2️⃣How to design discovery for support
      • 3️⃣How to design a support centre
      • 4️⃣How to write good support articles
  • Product Design
    • Microcopy
      • 1️⃣How to write well
      • 2️⃣How to write phrases
      • 3️⃣How to write messages
      • 4️⃣How to create a voice
    • Typography
      • 1️⃣How to compose type
      • 2️⃣How to create a type scale
      • 3️⃣How to pick typefaces
      • 4️⃣How to pair typefaces
    • Design System
      • 1️⃣Introduction to design systems
      • 2️⃣How to audit a design system
      • 3️⃣How to run a design system pilot
      • 4️⃣How to set up a design foundation
      • 5️⃣How to build components
      • 6️⃣How to document a design system
      • 7️⃣How to enable adoption and govern a design system
    • Mobile Engineering
      • 1️⃣Trunk based development
      • 2️⃣Agile development terminology
      • 3️⃣Git commit messages
      • 4️⃣Code review and pull requests
      • 5️⃣Readings
  • Delivery
    • Project Management
    • Collaboration
  • Hiring and Growth
    • Growth
      • 1️⃣Design growth framework
      • 2️⃣How to give ongoing feedback
      • 3️⃣How to check-in every quarter
      • 4️⃣How to address underperformance
      • 5️⃣FAQs
    • Hiring and careers
      • 1️⃣The Hiring Process
      • 2️⃣Diverse and Inclusive Hiring
  • PEOPLE EXPERIENCE
    • Benefits and Perks
      • 1️⃣Paid time off
      • 2️⃣Insurance and healthcare
      • 3️⃣Continuing education
      • 4️⃣Speaking at conferences
    • Starting at Obvious
      • 1️⃣Introducing Obvious
      • 2️⃣Set up your workspace
      • 3️⃣Onboarding
      • 4️⃣Finances
      • 5️⃣Code of Conduct
    • Employment policies
      • 1️⃣Equal opportunity employment
      • 2️⃣At-will employment
      • 3️⃣Employee records and privacy
      • 4️⃣Prevention of sexual harassment
      • 5️⃣Drugs and alcohol
      • 6️⃣Fraternisation
      • 7️⃣Non-compete and non-solicitation
      • 8️⃣Non-disclosure
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On this page
  • 👋 Introduction
  • 1️⃣ Fraternisation among colleagues
  • 2️⃣ Fraternisation with interns
  1. PEOPLE EXPERIENCE
  2. Employment policies

Fraternisation

👋 Introduction

The freedom of choosing one’s partner is an individual’s right. But in the workplace, some norms are necessary to create a safe working environment.

1️⃣ Fraternisation among colleagues

We don’t want to place undue restrictions on employees dating colleagues. If you’re in a relationship or initiating a relationship with a colleague, keep these guidelines in mind:

  • If you’re initiating a relationship, maintain professional behaviour standards. For example, approaching a colleague with the intent of dating them has to be off working hours and outside of office premises.

  • If you are in a relationship, create a distinction between personal and professional work spaces, be mindful of boundaries and don’t cross them. For example, if colleagues know about the relationship, be intentional if you’d like to talk about it over lunch or in the presence of others.

  • If a relationship ends, though it might be difficult, the organisational expectation is to compartmentalise and maintain the professional / personal distinction. This includes not badmouthing the other, not stating intent to or acting out in a retaliatory manner.

  • Disclosing your relationship:

    • If you are exploring the possibility of a relationship, you don't yet have to disclose, as long as you are at peer levels.

    • If you are looking to date a senior or a junior, disclose intention to People Ops. This is because dating across seniority levels creates situations of power imbalance, claims of favouritism, conflict of interest etc.

2️⃣ Fraternisation with interns

  • Be extra mindful of professional boundaries with interns. This is because interns are professionals occupying the workplace for a brief period, who do not enjoy the full benefits available to other members.

  • Disclose the relationship immediately: Any romantic or intimate relationships that may develop between a staff member and an intern should be immediately disclosed by the staff member to the Directors, with a request to be relieved from any direct or indirect supervisory role.

    • Failure to disclose a personal relationship with an intern will be treated as a serious violation of professional standards and will invite disciplinary action.

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Last updated 1 year ago

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