Contracts protect companies against failed love relationships at work

Paul Nelson reportingDating someone at work doesn't seem to be as taboo as it once did. More companies across the country are requiring employees to sign contracts to protect employers from lawsuits stemming from failed relationships. But under certain circumstance, they might not hold up in court.

For some people, dating someone at work is not a big deal.

One man I spoke with at The Gateway said he dated someone he worked with, and that relationship went smoothly.

Others think it's a very bad idea.

One man said, "I was my girlfriend's boss, and she didn't like me giving her orders and telling her what to do. Yeah, it was bad." One lady told me, "[My boyfriend] treated me like crap at work, so it's a very bad idea to date your coworkers."

For employers, it might not be conceivable anymore to keep people from dating. Forty-six percent of people polled in a survey by Vault.com say they've hooked up with a coworker, and 13 percent more said they were willing. So, some companies require anyone who wants to date a coworker to sign what's being called "a love contract."

Employment lawyer Heidi Leithead said, "The purpose for an employer would be to underscore the employer's policy against harassment in the workplace and the employer's policy about professionalism in the workplace."

Leithead, with the firm Parr, Waddoups, Brown, Gee and Loveless, has drafted a couple of these agreements. They basically protect the company from litigation if a consensual relationship turns into sexual harassment. She says these contracts also show employees what they're obligated to do if harassment happens.

"So, it would be difficult, if the employer has done the right steps, for someone to come in and complain, ‘I didn't know.'"

But, Leithead says if a company doesn't follow its own policies, the contract may not be worth the paper it's printed on.

"If there was sexual harassment in the workplace, and the employer didn't step forward, if the employer was informed, became aware and didn't step forward to handle the situation, then I don't think the fact that the contract was in place would necessarily stop the employee from being able to bring the harassment claim."

She also says if someone is coerced into signing the agreement, then it could go out the window.

"Would I say, ‘Fire them if they don't sign it?' I don't think I'd ever give that advice to a client," she said.

Employment analysts in Salt Lake City say they don't notice much demand for these agreements here.

E-mail: pnelson@ksl.com

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