Begin by carefully considering how romantic relationships have played out at your organization in the past and if they have resulted in scandalous publicity or sexual harassment litigation. Where your company is located could make a difference in shaping your policies: HR professionals in California, where sexual harassment laws are strictest, should take a closer look at adopting love contracts than employers in states where the laws are less prescriptive. All HR professionals would be wise to create no fraternization policies clearly outlining acceptable behavior within the organization as well as consequences for employees who cross those boundaries. Don't get stuck in denial, says Pointer. Kathryn Tyler, M. She may be contacted at www. Online sidebar : No-Fraternization Training.
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