This document outlines a company's fraternization policy. The policy covers
relationships between employees and what employees need to do if they want to enter
into a relationship with one another. In such a case, the employees will need to fully
disclose in writing the relevant circumstances to the Human Resources Director so a
determination can be made if a conflict of interest exists. This policy is ideal for small
businesses that want to establish a fraternization policy with their employees.
Non-Fraternization Policy
___________________ [Provide name of company or organization] (hereinafter, the
“Company”) desires to avoid misunderstandings, actual or potential conflicts of interest,
complaints of favoritism, possible claims of sexual harassment, and the employee morale and
dissension problems that can potentially result from romantic relationships involving managerial
and supervisory employees in the Company or certain other associates or in the Company.
Accordingly, Managers and Supervisors are strongly discouraged from fraternizing or becoming
romantically involved with one another or with any other associate of the Company.
Additionally, all associates, both managerial and non-managerial, are discouraged from
fraternizing or becoming romantically involved with other employees, when, in the sole opinion
of the Company, their personal relationships may create a conflict of interest, cause disruption,
create a negative or unprofessional work environment, or present concerns regarding
supervision, safety, security, or morale.
Any associate involved with a supervisor or fellow associate must immediately and fully disclose
in writing the relevant circumstances to the [Human Resources Director] so that a
determination can be made as to whether the relationship presents an actual, perceived or
potential conflict of interest. [Instruction: In this paragraph, above, you can substitute in
another person or work position, in the place of the HR Director, if that other
person/position is the one who will be receiving information from employees about their
relationships with others inside your company.]
If an actual, perceived or potential conflict exists, the Company may take whatever action it
deems appropriate according to the circumstances, up to and including transfer or discharge.
Failure to disclose material facts may lead to disciplinary action, up to and including termination.
It is not the Company’s intention to dictate choices made in your personal life with this Policy.
Associates must understand, however, that courts and other workers are holding companies to
higher standards to ensure a fair, conflict-free workplace. As companies shoulder these greater
burdens, more regulations and policies become necessary.
All employees should also remember that the Company maintains a strict policy against unlawful
harassment of any kind, including sexual harassment. The Company will vigorously enforce this
policy consistent with all applicable federal, state, and local laws. As with all
___________________ [Provide name of company or organization] policies, ideas or
suggestions for improvement are encouraged and should be directed to ________________
[Provide name and job title of person authorized to receive such suggestions].
By signing, below, I acknowledge that I have read the above policy, and that I have had a chance
to have answered any questions that I had about this policy."
________________
Signature
© Copyright 2013 Docstoc Inc. 2
______________________
Print Employee Name
________________
Date
© Copyright 2013 Docstoc Inc. 3
INFORMATION AND FORMS ARE PROVIDED "AS IS" WITHOUT ANY EXPRESS OR IMPLIED WARRANTY OF ANY KIND
INCLUDING WARRANTIES OF MERCHANTABILITY, NONINFRINGEMENT OF INTELLECTUAL PROPERTY, OR FITNESS
FOR ANY PARTICULAR PURPOSE. IN NO EVENT SHALL DOCSTOC, INC., OR ITS AGENTS, OFFICERS, ATTORNEYS,
ETC., BE LIABLE FOR ANY DAMAGES WHATSOEVER (INCLUDING, WITHOUT LIMITATION, DAMAGES FOR LOSS OF
PROFITS, BUSINESS INTERRUPTION, LOSS OF INFORMATION) ARISING OUT OF THE USE OF OR INABILITY TO USE
THE MATERIALS, EVEN IF DOCSTOC HAS BEEN ADVISED OF THE POSSIBILITY OF SUCH DAMAGES. They are for
guidance and should be modified by you or your attorney to meet your specific needs and the laws of your state or jurisdiction. Use at
your own risk. Docstoc® is NOT providing legal or any other kind of advice and is not creating or entering into an Attorney-Client
relationship. The information, reports, and forms are not a substitute for the advice of your own attorney. The law is a personal matter
and no general information or forms or like the kind Docstoc provides can always correctly fit every circumstance.
Note: Carefully read and follow the Instructions and Comments contained in this document for your customization to suit your specific
circumstances and requirements. You will want to delete the Instructions and Comments from open bracket (“[“) to close bracket (“]”)
after reading and following them. You (or your attorney) may want to make additional modifications to meet your specific needs and the
laws of your state. The Instructions and Comments are not a substitute for the advice of your own attorney