Telebriefs®: “Love Contracts”- Can Employers Prohibit Relationships Between Employees?
According to a published 2017 survey by Career Builder, 41% of employees surveyed admitted that they have dated a work colleague or a peer within the past year. Many employers choose to prohibit relationships between employees, but there are “love” or relationship contracts that can be used to mitigate any issues that may arise from relationships between employees. Relationship contracts require employees in a consensual relationship to acknowledge, that pursuant to their employer’s anti-harassment and retaliation policies and procedures, if the consensual relationship ever becomes nonconsensual either of the employees will be required to notify the company. These types of contracts can be particularly useful to ward off complaints of workplace harassment in a quid pro quo situation, where a superior and subordinate are involved. To learn more about what employers can do to prohibit or mitigate relationships between employees, listen to this week’s Telebrief here.
Also in this week’s Telebrief: How to properly interview the accuser in a workplace harassment investigation and when it is appropriate to insist an employee undergo an emotional or psychological exam for purposes of ascertaining fitness for duty.
Questions about love contracts or other topics from this week’s Telebrief?
Contact Howard at email@example.com or 410-209-6417
About the Telebriefs®
The Telebriefs® are 30-minute, information-packed phone calls geared towards executives, HR directors, supervisors, managers, and business owners. Join Howard K. Kurman, as he discusses employment law developments occurring over the past two weeks that will most significantly impact employers nationwide. These twice-monthly phone calls are an easy way to stay current and compliant with the latest employment law developments that will significantly affect you and your company. The goal is to provide information and insights to help executives stay current with the latest workplace law developments and in front of trends, to enable proactive policy-making and management. Our guarantee: You will learn something useful, on every call!
ABOUT THE PRESENTER
firstname.lastname@example.org | 410-209-6417
Howard K. Kurman is an employment attorney. Mr. Kurman regularly counsels clients on all aspects of proactive employment/labor issues. He represents employers ranging in size from as small as 20 employees to those employers with geographically disparate locations consisting of over 4,000 employees. Mr. Kurman assures, through regular contact with his clients, that they promulgate and maintain the most effective employment policies that will, to the extent possible, minimize their legal exposure in today’s litigious workplace. Mr. Kurman offers advice on employee handbooks, employment agreements, and covenants not to compete as well as confidentiality and non-disclosure agreements. Previously, Mr. Kurman was the chair of the firm’s Labor & Employment Practice Group.
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