Employers might be concerned that a worker who is privy to confidential information may inadvertently leak such information to a romantic partner.Even worse, if the relationship ends badly, a rejected partner could retaliate by claiming that she, or he, was sexually harassed and could file a complaint with the Equal Employment Opportunity Commission.The Kentucky native earned a BA from Transylvania University in Lexington.Concerned about sexual harassment charges, employers are wary of cupid’s arrow this Valentine’s Day and some of them are turning to “Love Contracts” or in lawyer terms – a Consensual Relationship Agreement.
Such an anti-fraternization policy could restrict dating or socializing, but defining such relationships can be difficult when employees go out for lunch or drinks together or socialize as a group.
Employees might find that any anti-dating policies are a violation of right to privacy.
An alternative would be asking all employees to notify management if they are entering into a consenting relationship.
Other employees may object that they are discriminated against because of their co-worker’s relationship to the boss.
Quid pro quo sexual harassment, in which employment benefits such as promotions and raises are offered in exchange for sexual favors, is illegal under Title VII of the Civil Rights Act of 1964.
The social relationship does not violate [Employer’s] anti-discrimination and anti-harassment policies, and participation in the social relationship has not been made a condition or term of employment.