In an article published in Columbus CEO on January 7, Molly Gwin discusses the idea of having a workplace romance policy in place instead of prohibiting office dating.
Love contracts are not the solution to everything, but they do provide a specific usefulness at times. “Although important for peer-to-peer relationships, dating policies and love contracts are particularly important in relationships between a supervisor and a subordinate, where the potential for coercion is greater and the legal standards are different,” Gwin states.
A critical component to these contracts is that HR must stay notified of developments with the relationship, both during and in the event of a relationship terminating.
“Executing a love contract, where employees acknowledge the relationship is consensual, can allow for a culture in which employees do not have to hide their relationship, and where employers can protect themselves from liability should the relationship deteriorate,” Gwin says.
For the full article, you may click here.