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Provide the time necessary for the attorney to understand your approach to employees and your company culture. At some time during your working life, you may have dated, or even married, someone you met at work.For example, healthcare, labor and employment laws, retirement, injury and worker’s compensation, unemployment, and other laws and regulations affecting employment.Is there a database or some other resource that you can recommend to help keep track of state and federal HR-related policies? Dear Leslie: I wish I had a database or another resource that I could recommend.The employer should attach a copy of the company's sexual harassment policy to the agreement to prove that the employee was aware of the sexual harassment policy and had the opportunity to report any inappropriate conduct by the other employee.If done properly, a consensual relationship agreement will make it more difficult for an employee to claim that the relationship was "unwelcome." In addition, the agreement will create a question about why the employee did not seek to stop the harassment by reporting it to management.

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The exception, of course, is where a supervisor propositions many employees, and only those who acquiesce receive preferential treatment. "No Dating" Policies An employer who wishes to do something about consensual relationships between employees has a couple of options. However, the policy must be carefully drafted to avoid several potential problems.

The employer is most at risk when trying to investigate and enforce a "no dating" policy by hiring a private investigator to follow the employee around, secretly reviewing an employee's voice mail, or listening in on an employee's office phone line. Consensual Relationship Agreements As an alternative, some employers require that employees enter a "consensual relationship agreement." The agreement, signed by both employees and management, provides that the employees will not allow the relationship to interfere with or impact the work environment.

The agreement also confirms and documents that the relationship is consensual and voluntary.

The difficulty for the employer is proving that the relationship was consensual.

Often, an employee will argue that he or she was an unwilling participant in a relationship that merely appeared to be consensual.