ALABAMA COMMUNITY COLLEGE. FAMILY RELATIONSHIP DISCLOSURE FORM. This form must be completed and returned to the President's Office. Consensual Romance in the Workplace Agreement (Love Contract) agree that [EMPLOYER NAME] does not tolerate sexual harassment, a form of unlawful. Personal & Business. Relationships Disclosure Form. Filled out by University Hospital employees involved in the procurement process. Office of Ethics &.
Consensual Nature of the Relationship First and foremost, the employees should acknowledge that their relationship is welcome and consensual.
Equal Employment Opportunity Workplace Next, the employees should acknowledge that they are aware that the employer is committed to providing a workplace free of harassment, discrimination, conflicts of interest, and favoritism, and that the employer will not tolerate unwelcome or offensive conduct, behavior that creates a hostile work environment, or sexual harassment.
In other words, the employee must acknowledge that the employer is an equal employment opportunity employer, does not discriminate based on any protected characteristic, whether under federal, state, or local law, and that sexual harassment is strictly prohibited.
Moreover, to help avoid retaliation claims, the office relationship contract should expressly state that the employee will not be subject to retaliation for ceasing a relationship with the other employee. Conflicts of Interest Employers should carefully consider how they want to avoid conflicts of interest between the romantically involved employees.
Depending on the circumstances, this may involve a lateral transfer or change in job duties, or, at worst, a demotion or termination.
Drafting Office Relationship Contracts Protecting Employers
If a demotion or termination is necessary, you should advise the employer to ask the employees to decide whom the employer should demote or terminate. Specifically, if the employees are already in a reporting relationship when they disclose the romantic relationship, the employer should immediately remove that reporting relationship i. It is not recommended that the employer allow an office relationship between individuals in a reporting relationship.
If the employees at issue do not have a reporting relationship, the agreement should specify that the employees will not seek out jobs where one of them would be in a reporting relationship with the other.Disclosure Regarding Real Estate Agency Relationships
To minimize exposure from discrimination or retaliation claims, it is considered best practice to leave the prohibition in place even after the relationship ends. Reinforce the consensual nature of the relationship.
Consensual Romantic or Sexual Relationship Conflict of interest also exists when there is a consensual romantic or sexual relationship in the context of employment supervision or evaluation. Therefore, no supervisor may influence, directly or indirectly, salary, promotion, performance appraisals, work assignments or other working conditions for an employee with whom such a relationship exists. Supervisors involved in a consensual romantic or sexual relationship, in the context of supervision, must discuss the matter on a confidential basis with their own supervisor or with the Office of Human Resources to assess the implications for the workplace and make arrangements to ensure that employment-related decisions are made in an appropriate and unbiased setting.
Although both employees involved in a consensual relationship are individually responsible for disclosure, a supervisor's failure to report such a relationship will be regarded as a serious lapse in the management of the workplace and grounds for appropriate disciplinary action, including termination particularly in cases where bias or harassment has occurred in connection with a benefit.
Consensual romantic or sexual relationships between staff members and undergraduate students are prohibited. A supervisor must be regarded as trustworthy and fair for such an environment to exist. It is important to understand that, even when arrangements have been made to minimize conflicts of interest regarding particular employment-related decisions, it is necessarily more difficult for a supervisor to be fair when a close relationship exists with an employee.
5.2.2 Nepotism & Personal Relationships in the Workplace
Disruption to the workplace can be particularly acute when a sexual or romantic relationship involving a supervisor is known to exist but cannot be discussed openly. Supervisors should also understand that even in a consenting relationship there are substantial risks of charges of sexual harassment or favoritism when supervision is involved. Report of Relationship Supervisors who receive a report that someone who reports to them is involved in a consensual romantic or sexual relationship with an employee the supervisor supervises will be expected to speak confidentially with the person s involved.