Successful management of this type of relationship begins with a staff manual with a consensual work deromantism policy, which provides a specific point of contact for the declaration of work novels and the identification of work novels that need to be reported. Legal advice should be consulted to ensure that staff manuals comply with local, state and federal requirements. We recognize that [the employer] is committed to creating a job that is free from harassment, discrimination, conflict of interest and conflict of interest, and that [the employer] will not tolerate unwelcome or offensive behaviour, behaviour that creates a hostile work environment or sexual harassment. We have read and understood the employer`s anti-discrimination and anti-harassment policy. Under the terms of these agreements, an amicable relationship between a supervisory staff member and a subordinate staff member must be reported to a designated HR staff member and the parties must sign an agreement in which they acknowledge that the relationship is consensual and inform the staff`s report in the event of a change in relationship status. While much of this information is due to the fact that employees and superiors are open to information, the first step is to protect employers from legal rights, to be able to refer to a policy that requires the declaration of these relationships. While difficulties can arise when a relationship moves from a consensual to a non-consensual relationship, the employer can say through these agreements that it has defined a “clear line” in relation to relationships, which shows that it is trying to protect workers. The social relationship is welcome and consensual between the two collaborators. 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. During my 23-year legal career, I have provided legal advice and legal advice in more than two hundred sexual harassment complaints.
In none of these cases did the allegation of sexual harassment originate from an office romance in which the two employees involved had previously disclosed the idyll to the employer. On the contrary, most of the situations in which a relationship went wrong are due to an extramarital work relationship that the workers wanted to keep secret for obvious reasons. While cooperation and conviviality foster platonic friendships, potentially increase productivity, create a culture of camaraderie and reduce turnover, this can also lead to the development of consensual romantic relationships between collaborators. With the development of these relationships comes the potential for legal claims regarding sexual harassment, sexual discrimination and favouritism among workers. The politics of romance of work is not only important to create a culture of openness and honesty, it is also an essential element of protecting the company from legal rights.