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An official, signed love contract policy should solve all of your potential problems with charges of sexual harassment at the end of a romantic work relationship. I wouldn't count on it, even a love contract reviewed by your employment law attorney.A love contract policy establishes workplace guidelines for dating or romantically involved coworkers.In these companies, the sexual harassment policy states clearly that romantic relationships between coworkers are not the company's business unless fallout from the office romance affects the workplace.(If this happens, Human Resources staff, of course, and their manager in conjunction, would have to address the behavior.)A manager, however, may not become romantically involved with nor date a reporting staff member.The purpose of the policy is to limit the liability of an organization in the event that the romantic relationship of the dating couple ends.

Designs range from soft florals to adorable images that convey all the sweetness of a very special romance.

Same-sex couples, people who are married to a different party, and people who are attempting to keep their relationship secret are unlikely to disclose the relationship to public scrutiny.

Even though many attorneys believe a signed love contract lessens the organization's liability, I prefer the above-recommended solutions rather than a love contract policy and a love contract.

Will they get along or create constant tension that other workers feel? There is too much room for later litigation and I have already had to work with several sexual harassment cases in companies once the consensual relationship ended.

What if an employee has an affair with a married coworker? The cases have not been over the dating relationship so much as that the manager's behavior toward the employee changed when the relationship ended.

Many HR staff will share that in their experiences of employees dating, the most frequent outcome from the relationships is marriage.

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