Love contracts help companies manage legal risks in the workplace

Romantic relationships It can easily evolve in the workplace, but regardless of who participates, it can be considered “thorny” from the point of view of legal responsibility.

This is, according to Myste Maris, the lawyer of the trial and the legal analyst.

In particular, when these relationships get worse, they can lead to a great danger in the workplace, Maris said.

The conversation about the appropriate office romances has gained Steam in recent weeks after a video of the former CEO of Astronomy and former company official, Kristin Cabot, Cuddling at the Coldplay Party. Social media. Peron and Kabot recently resigned from the company.

Cabot and Byron shots at the ColdPlay show in FoxBorough, Massachusetts, last week, which acquired attention Internet, The duo showed wrapped between each other’s arms before trying to hide from “Kiss Cam” at the concert.

Who is Andrew Kabot? The husband of the human resources head in the astronomer and the head of the soldier ROM

“There are inherent problems when you have a subordinate in a relationship with a manager, or any high-ranking employee in a company, for example, someone in C-SUITE,” Maris said, noting that the issue is the division of power.

The same concerns apply to a person in human resources, because they are responsible for dealing with complaints or issues related to employment, investigating them and taking complaints or issues related to employment.

Mita Malik, a strategic expert at the workplace, repeated this feeling, Fox Business told that if the problem arises when the individual has any effect on the employee compensation, performance evaluation and performance classifications, the chances of promotion are a conflict of interests.

This settlement is not limited to their ability to act around, but according to Maris, but “if there is a perception that human resources do not act objectively and neutral, because of the existence of a personal relationship, there is a real problem for the company.”

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Love contracts

Maris said that the best way for employers to combat issues that arise from the love story of the office is to have clear policies on revealing these relationships. This is sometimes referred to as a love contract, according to Maris.

In the event that the relationship is detected, human resources, in conjunction with the General Adviser or the external lawyer, will evaluate the risks associated with the relationship and make changes when necessary, according to Maris. There are many scenarios that can play. For example, someone can move to a different manager or supervision of employees can change. These things depend on the employees Related positions in the company.

The guard bars can be placed in place

For example, Maris said that the human resources representative can be removed from dealing with or conducting investigations that include some employees if there is conflict of interests. In addition, External lawyer She added that it can be kept to investigate a complaint or a worker if there is a question about neutrality.

This is not a blanket approach, however. Maris explained that although this structure works for larger companies, it “can be more difficult for the smaller or more medium market companies that may not have employees or resources to benefit from another person when there is a possible problem.”

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Maris said that the best way for employers and employees to avoid a catastrophe is to ensure that there are “existing policies that require disclosure and that the employee be transparent and adhere to these policies.”

“Although the prohibition of office romances may seem the best bet, these policies are not practical for the real world, so it is better to manage the risks,” Maris continued.