Another option for employers is requiring employees to notify management when they are in a consensual relationship with another employee, management or vendor. This kind of notification policy is often referred to as a "love contract," as the employees involved are asked to sign a contract acknowledging the consensual status of their relationship. Employees should be reminded of relevant considerations, such as no public displays of affection at the workplace, and they should be given a chance to consult with an attorney before they sign the love contract.

No-Dating Policy

No-dating policies, also referred to as anti-fraternization policies, offer businesses strong liability protection, but they are no panaceas. Rampenthal points out that you must define and specifically describe the conduct you want to prohibit. Will your policy restrict just restrict "relationships" or forbid all kinds of romantic involvement, including casual dating? And what about socializing outside of work? Other HR experts also mention that a blanket no-dating policy is both difficult to enforce and can have a negative impact on employee morale. No-dating policies are perceived especially negatively by younger workers. In a recent Workplace Options survey, 85 percent of 18 to 29 year olds replied that they would have a romantic relationship with a co-worker, compared to 35 percent for 30-46 year olds and around 30 percent of 47-66 year olds.

Legal Issues

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