Any employee can end their relationship at any time without suffering retaliation in the workplace. Love contracts do not always protect from the most problematic romantic relationships. Romantic relationships that are most likely to cause problems for the company are those where participants are least likely to sign love contracts. “They`re ineffective with most [potentially destructive] relationships – for example, the Chief Executive Officer has an affair with the vice president, and they`re both married. The cases that bite the company are those where people wouldn`t sign a love contract anyway,” Neal says. For example, if a couple separates and one person feels harassed or retorted by the other in the workplace, a signed love contract may require people to settle the dispute, Zoller says. “But. As part of the #MeToo movement, some states prohibit arbitration agreements that contractually require them to settle sexual harassment claims. “This agreement is confidential and is not intended to penetrate the privacy of employees, but to confirm that both staff members have received all relevant instructions and agree to abide by them. Kathleen Wobber, a lawyer who has 25 years of experience in family and business law and represents a number of companies and senior executives as an employment lawyer, shares recent experience as a leader in a large company that had a relationship with a woman who was not her subordinate but who worked at a lower level in the organization.
Where your business is located could make a difference in shaping your policies: HR professionals in California, where anti-sexual harassment laws are the strictest, should consider accepting love contracts more closely than employers in countries where the law is less mandatory. . . .