When we enter into this relationship, we understand and agree on the following: it should be emphasized that companies in the United States must have a policy of sexual harassment and conflicts of interest in the workplace, which can be described in an employment contract. The agreement usually contains a reminder of the staff they should address in the event of sexual harassment or conflict of interest. Workers will immediately inform [the employer] if the social relationship ends or if the other worker`s behaviour is no longer welcome. Remember, you do not relinquish your rights in relation to harassment or provide concrete evidence that, simply because you were in a relationship, you were not sexually assaulted, the love contract is the documentation that shows that your company has done its due diligence in recognizing your relationship and how it can affect the workplace , if at all. Employees behave professionally at all times, even when the social relationship ends. Conclusion: Employers would be better served to focus their efforts on creating a culture of compliance and respect in the workplace, and if employees engage in an open office of romance, you sign consensual relationship agreements. Unfortunately, human behaviour dictates that there will always be employees working in secret office relationships. These employees are unlikely to report their secrets and change their behaviour themselves, as the employer has the practice of having employees sign consensual relationship agreements. In fact, such a practice could have the opposite result if these employees continue to hide in hiding in their secret relationship – until she is naturally angry and one or both staff members claim harassment or hostile work environment. Employers are using a new type of document to prevent potential labour disputes.
Learn more about what a love contract is and what it means to employers and workers in this contribution. This agreement is confidential and is not intended to enter into the privacy of employees, but to confirm that both employees have received all relevant instructions and have agreed to comply with them. Of course, my experience and the survey results raise the question: if 35% of employees who have an office romance hide it and the majority (or 100% of my experience) of sexual harassment claims arise from these secret romances, it is an advantage that employees sign a consensual relationship agreement. There may be organizational benefits to employees signing an agreement, but it is not a panacea for process prevention. For example, if you ask employees to sign such an agreement, workers and employers may find a more practical way to address all issues related to appropriate interactions in the workplace, i.e. if you keep your hands in the breakfast room or if you kiss in the hallway. The social relationship is not contrary to the employer`s anti-discrimination and anti-harassment policy and participation in the social relationship has not been established as a condition or duration of employment. Employees may have good reason to keep their relationship a secret. For example, a same-sex couple may not disclose their relationship for fear of control by their company or other employees. Staff members can consult a lawyer before signing this agreement. A love contract is essentially the employer`s recognition that some employees are in an intimate relationship and that their relationship is consensual.