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As #MeToo has uncovered the depth and breadth of workplace sexual harassment, many employers are shoring up policies and procedures to protect their businesses and employees.
Employment law expert David Miller of Bryant Miller Olive recommends non-fraternization policies instead of “love contracts.” These contracts, which document consensual employee relationships, are intended to limit a company’s liability should a relationship end badly.
The problem with “love contracts” is that they could be seen as intrusive and may create more problems between the employees. Miller recommends non-fraternization policies, which are fairer, easier to administer and less likely to cause problems.
– Brigitta Shouppe, B2 Communications