Samson ended up settling with Chan for ,000 and a favorable letter of recommendation.
() Sexual Favoritism Employers must also be aware of any sexual favoritism that may result from romantic relationships.
Love contracts are less common today because employers rely on policies to address and manage romantic workplace relationships without having to resort to contracts.
This may be the right decision if an employee has a pattern or practice of engaging in office relationships that disrupt the workplace.
Employers should uniformly enforce anti-nepotism and anti-fraternization policies.
Under the Fair Employment and Housing Act (“FEHA”), it is unlawful for an employer to subject an employee to different terms and conditions of employment because of the employee’s sex. The first type is “Quid pro quo” harassment, which occurs when submission to sexual conduct is explicitly or implicitly made a condition of a job, a job benefit, or the absence of a job detriment.
The second type is a “hostile work environment,” in which an individual must show: (1) he or she was subjected to conduct of a harassing nature because of his or her sex; (2) the conduct was both subjectively and objectively unwelcome; and (3) the conduct was sufficiently severe or pervasive to alter the conditions of the employee’s working environment so as to create an abusive working environment.