1See z.B., Five CEOs who were fired for making a with their employees, Yahoo! News (November 4, 2019), in.news.yahoo.com/five-ceos-were-fired-doing-082736254.html; Don Clark, Intel C.E.O. Brian Krzanich resigns after his relationship with the collaborator, N.Y. Times (June 21, 2018), www.nytimes.com/2018/06/21/technology/intel-ceo-resigns-consensual-relationship.html. While executive employment contracts generally do not contain provisions on close personal relationships in the workplace, they often provide that a breach of company policy is grounds for dismissal for reasons. (return) It is simply common sense and good business to implement a specific fraternity policy, user-friendly, that describes the limits and parameters of the current workplace. A good fraternity policy is the key to harmony in the workplace and will respect the rights of both workers and employers. It should be noted that the consequence of an overly restrictive policy is that fraternity policies, which even prohibit friendships and associations outside of work, lead employees to deceive and conceal. They also encourage gossip, discontent at work and bad morale. When an employer opts for an anti-fraternization policy, there is a wide range of approaches, including the extent of the prohibited behaviour and the consequences of a close personal relationship.

Most companies that are concerned about employee fraternization define the term “fraternity” as romantic or sexual relationships. But that is not the only definition. The U.S. military, for example, views non-sexist friendships between officers and recruited collaborators as a fraternization. Some companies use a similar standard. Due to the highly subjective and varied nature of interpersonal relationships, it is generally difficult to find a “One Size fits all” approach. Thus, employers can leave this indefinite and impose on workers the task of determining whether, in the current circumstances, their report falls within the scope of employer policy. Another approach is that the anti-fraternization policy provides that a relationship is within its scope, insofar as it subjectively or objectively influences the performance of staff in the relationship and/or other collaborators. The directive would apply, for example.

B when the relationship between the relationship employees and others creates tension or if staff do not carry out their day-to-day duties. Do you think you need a fraternity policy for your job? Many employers avoid a fraternity policy (also called a dating policy, a romanticism policy at work or a non-fraternity policy) because they feel that a worker`s private life should be private. Here`s the problem with this idea. It is important that employers have a differentiated understanding of the risks and causes of potentially inappropriate behaviour in the workplace and develop effective tools to avoid these risks. A fraternization policy can serve as such an instrument and employers should assess the pros and cons of such a policy with respect to the particular circumstances of their workplace.