While consensual relationship contracts can be a good idea for both employers and workers, employers cannot force or force workers to sign such contracts, Zoller says. Employers “can only suggest that this is a good idea because it protects everyone`s interests.” But, she adds, “even if those romantically involved refuse to sign it, the employer can still impose its harassment policy, dating and relationship policies, and any conflict of interest guidelines. The social relationship is the welcome and consensual of both employees. Mark Kluger is the founding partner of the labor law firm Kluger Healey LLC in Fairfield, New Jersey. While Kluger has been working with clients on sexual harassment issues for many years, he has recently focused on the issue of consensual relationship contracts. At first, he was not a fan and remembered that he brushed the idea of relationship contracts as an ineffective tool. But recent interactions with customers have changed his view, he says. “When I had a client who presented me with a convincing pitch to try to use it and it worked a few years ago, I changed my melody. I am a believer now.¬†“There is a great interest in gender issues, and employers are looking for management tools to protect themselves and reduce risks.¬†Consensual relationship or love contracts are a good example. During my twenty-three years of legal career, I have provided legal advice and advice in well over two hundred sexual harassment complaints.

In many ways, she says, “it`s simply easier for a company to have a no-meet policy that effectively ignores the realities of human relationships.” Surveys have shown that about 60% of people have a relationship with a colleague and that meetings between colleagues are almost inevitable in your workplace. It can cause headaches when relationships are angry or if romance is one-sided, and create hostile work environments, when workers applaud favoritism. But what can be done about it? The answer may be to get your beloved employees to sign an amicable relationship agreement. Regardless of this, Zoller concludes that signing a contract “shows that employees are aware of the employer`s guidelines and rules regarding sexual harassment with respect to good behavior in the workplace and are committed to abide by it.