Despite their imperfections, love contracts can facilitate protect employers from exposure to employment discrimination lawsuits, including the ever-growing flood of retaliation reads, which rose to the No. 2 charge filed with the U.S. Equal battle Opportunity Commission (EEOC) in 2007.
Problems with love contracts can be minimized if they implicate:
A reference to or reading of the companys sexual harassment policy and an realization that the employees are familiar with the policy.
An affirmation that the relationship is consensual and freely entered into, and that each employee agrees to waive the justly to assert a claim for sexual harassment for any conduct by the early(a) prior to the signing of the contract.
A statement that the employees will not seek or accept a position where single reports to the other.
An agreement, if one of the employees already supervises the other, that the supervisor will be removed(p) from any decision-making authority over the subordinate.
An agreement that any hostility arising from the relationship or the contract will be intractable through mediation, an intra-company dispute resolution procedure or arbitration.
A recomm finisation that employees consult an attorney before signing the contract.
An animadversion that dating employees are expected to follow certain guidelines, such(prenominal) as professional behavior at work and refraining from displays of nub at work.
A confirmation that each employee respects the right of the other to end the relationship at any point, and a reaffirmation by the company that either employee can end the relationship without fear of work-related retaliation.
Written Policy
The company should then include the policy for love contracts in the employee handbook, disseminate it throughout the work using the usual modes of communication for HR policies, and include it as part of the employee anti-sexual harassment training.
The company should make...If you want to get a full essay, order it on our website: Orderessay
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