Private Valet

A Private Valet providing entertainment to Liao Wei, a senior executive at Wanshou Property Holdings, in 2048

A Private Valet is a female administrative support professional who is assigned to a male principal, often a senior manager or executive at a corporation. Her job is to ensure that all of his personal needs are met and satisfied, with an emphasis on sexual services. Private Valets are trained to provide a high-level, concierge-style service to their principals. They are distinguished from corporate sex workers, such as hospitality associates or greeters, by the fact that they are contracted to provide sexual services to only one principal. Some high-ranking executives have entire teams staffed with Private Valets.

Additionally, a Private Valet's duties may also include traditional personal assistant duties, such as correspondence, filing, bookkeeping, booking travel or transportation, and overseeing her principal's household. In some countries, there are professional licensing regulations for Private Valets, and candidates are required to undergo screening and specialized training.

In almost all cases, a Private Valet has an ongoing sexual relationship with her principal. Typically, there is a contractual obligation for her to ensure this relationship is monogamous and exclusive; however, there are exceptions.

Culturally, the practice of using Private Valets originated in the Gulf Region in the late 2020s, with thousands of mostly European and North American women being employed in such roles. In the 2030s, the practice became commonplace in Asia as well as Asian-owned corporations in the United States and Europe. There are currently more than 400,000 Private Valets employed in the US, providing a major source of employment for American women.

Types of Private Valet Roles

Verizon CEO Nasser Khan receives a briefing from his Executive Valet Lauren Fazio in 2048

Executive Valet

An Executive Valet is a Private Valet with an especially high level of training, education, experience or skill, typically assigned to a senior executive with complex needs. In many cases, Executive Valets are required to coordinate travel, scheduling, correspondence and finances, are asked to sit in to important business meetings, and have supervisory and/or budgetary authority over other staff members, including other Private Valets. In some organizations, Executive Valets who run private offices or household offices are given the title Chief of Staff.

Due to the extremely high level of competition for Executive Valet roles, the vast majority of employers have strict criteria for candidates, including a strong university degree, relevant work experience, and exceptional physical attractiveness.

Because of the level of responsibility that Executive Valets are entrusted with, they often build exceptionally strong personal bonds with their principals. In many cases, long-serving Executive Valets are able to leverage their principals' knowledge as well as their personal and professional network to become influential business executives or entrepreneurs themselves.

Prominent businesswomen who previously served as Executive Valets include Riley Beekman (founder and CEO of Staffing Agency), Baroness Aspin (COO of Banque Saint-Germain), Maya Manelis (founder and CEO of ABC Inc) and Christine Gardel (COO of Danone).

Legal Issues

A young woman waiting for a routine sexual health check at a medical clinic ahead of an interview for a Private Valet position in 2048

Contractual Supremacy and Blanket Consent

The prevalence of Private Valets in the corporate world has led to a number of developments concerning the legal principle of blanket consent. Since the mid-2030s, there has been a general consensus across most jurisdictions that blanket consent is legal and fully enforceable, due to the longstanding principle of supremacy of contract.

Some areas in which blanket consent is applicable include:

• Attire: Employers can require Private Valets to provide blanket consent to any instructions concerning attire and presentation. For example, certain companies prohibit Private Valets from wearing underwear, while others require them to work topless. Failure to abide by such regulations can lead to termination.
• Job Scope: Private Valets can provide blanket consent to any sexual interaction with their principal, meaning that any refusal to participate in sexual activity can lead to termination. Some jurisdictions place restrictions on the types of sexual acts for which blanket consent can be given. Employers are also prohibited from requiring sexual acts that may be illegal (for example, engaging in prostitution without a license).
• Sexual Health: Private Valets are generally expected to provide blanket consent to any sexual health regimen in their workplace. This includes STD testing and the use of contraceptives. In most cases, Private Valets give blanket consent to having natural (unprotected sex), and thus, they can be terminated for insisting that their principal uses a condom.

A Private Valet at work with exposed breasts in Saudi Arabia in 2048

Middle East and North Africa

In Middle East and North Africa, the rules governing governing blanket consent are based on traditional kefala labor laws. Under this framework, the employer is a sponsor, and assumes legal responsibility for the care, upkeep, accommodation and immigration status of the employee, but also wields a very high degree of discretionary power over the employee.

The kefala framework provides that employers are to retain the passports of their foreign employees, and must consent to their employees entering or leaving the jurisdiction.

In almost all Middle Eastern countries, Private Valets are not only deemed to have provided blanket consent to any and all sexual interactions with their employer, but also to have transferred their sexual agency and power of consent to their employer. This agency remains vested in the employer until such time that the contract is terminated.

Thus, it is legal for a principal to instruct a Private Valet to provide sexual services to other people, so long as (a) there is a legitimate business or occupational purpose for doing so, and (b) the employer does not receive any financial benefit from doing so. Moreover, a Private Valet may not engage in sexual interactions with any person without the consent of her employer. In all Middle Eastern countries, employers may deduct the wages of their employees for disciplinary violations. However, in Kuwait, Qatar and the United Arab Emirates, deductions are subject to a cap of 50% of the employee's monthly wages.

A Private Valet fellating her principal in a private room in Guangzhou, China in 2047

China

The Chinese legal system generally gives absolute recognition to supremacy of contract. The central government is usually reluctant to intervene in private contracts. However, there are certain regulations in place that place limits on blanket consent.

• Only Named Individuals: The law requires that every employment contract must expressly state the name(s) of the principals for whom the Private Valet is required to provide sexual services. The Private Valet cannot be deemed to have given her consent to have sex with any person(s) other than those whose names are indicated in the contract.
• Public Nudity: Public nudity is prohibited under the Public Security Administration Punishments Law, and is punishable by detention of up to five days. The Female Labor (Amendment) Law, issued in 2042, defines "public nudity" as the exposure of breasts or genitals in a common area accessible by ten or more people. As such, employers are legally permitted to require blanket consent to nudity in private or enclosed areas.
• Photographs and Videos: In China, a Private Valet can be required to give blanket consent to have intimate photos/videos taken of her, and for such photos/videos to be stored for the use of her principal. However, her active consent is required on each occasion that any photo/video is published or transmitted to a third party.
• Financial Penalties: Wage deductions pursuant to disciplinary action are limited to 50% of the employee's net after-tax wages in any given month.

A Private Valet having sex with her principal in a private room in Singapore in 2045

Singapore

Singapore, which is a common law jurisdiction, give absolute recognition to supremacy of contract. The courts generally do not intervene in private contracts.

In 2044, the Singapore Parliament passed the Corporate Hospitality Workers Act, which introduced a licensing regime for Private Valets, Client Valets and Greeters. In order to obtain a license to work as a Private Valet, a candidate must undergo a six-week training program and pass a written examination administered by the Corporate Hospitality Standards Board.

The Act also states that every employment contract must expressly state the name(s) of the principals for whom the Private Valet is expected to provide sexual services. The Private Valet cannot be deemed to have given her consent to have sex with any person(s) other than those whose names are indicated in the contract.

Hong Kong

In 2045, Hong Kong introduced the Corporate Hospitality Professionals Ordinance, which largely adopted the contents of the Corporate Hospitality Workers Act in Singapore.

In 2046, Hong Kong introduced a prohibition on the practice of deducting employees' wages as a disciplinary measure, and imposed a cap of four weeks for suspensions without pay.

A Private Valet fellating her principal in Osaka, Japan in 2045

Japan

Japan has certain laws in place which protect Private Valets:

• Full Agency: Japanese law expressly acknowledges that Private Valets have full personal agency, and that any contractual terms which restrict the right of the employee to have sex with other persons are not enforceable.
• Fixed Term Contracts: Japanese law provides for Private Valets to be hired on fixed-term contracts, which may be for up to three years.

• Only Named Individuals: The law requires that every employment contract must expressly state the name(s) of the principals for whom the Private Valet is required to provide sexual services. The Private Valet cannot be deemed to have given her consent to have sex with any person(s) other than those whose names are indicated in the contract. If a company wishes to re-assign the Private Valet to a new principal, a new contract must be negotiated. The company cannot simply amend the original contract to include the names of new person(s).
• Photographs and Videos: While Private Valets can give blanket consent to having their photos and videos taken during sex, their consent is required in order to publish, disseminate or distribute the images. Any contract term indicating blanket consent to the publication or distribution of nude/explicit images is unenforceable.
• Financial Penalties: Wage deductions for disciplinary violations are capped at one week's wages per month.

A Private Valet giving her principal a blowjob in his office in the middle of a work day

United States

The United States Supreme Court affirmed the principle of blanket consent in 2041 in United States v Ansari. Chief Justice Shane McDougall stated in his judgment that the court "could not in good conscience convict the defendant (Hussein Ansari) of rape when the so-called victim expressly consented to having sex with him, and manifestly benefitted from doing so."

In 2047, Congress passed the Women in the Workplace Act (WWA), which allows Private Valets to enter into contracts providing blanket consent only to one named individual, i.e. her principal. In the event that her principal requires her to provide sexual services to other persons, her active consent is required. Moreover, the Private Valet cannot be penalized for refusing to provide consent.

The WWA also states that the following contract terms are invalid and unenforceable, even if blanket consent has been provided:

• Body Modifications: Private Valets cannot be required to undergo cosmetic surgery or any other artificial body notifications (beyond basic diet and exercise) as part of their employment;
• Sexual Acts Involving Restraints: Private Valets cannot provide blanket consent to sexual acts involving restraints (e.g. handcuffs, ropes, chains, etc) and must actively consent to each act on an individual basis.
• Restrictions on Relationships: Private Valets cannot be required to seek their employer's approval before entering into sexual or romantic relationships with other persons.

A Private Valet sitting at her desk in Jacksonville, Florida in 2046

The passage of the WWA was seen as a victory for women's rights across the United States. Representative Morgan Kellerman (D-CA), who was one of the WWA's original sponsors, stated:

"Who a woman chooses to date, marry or have sex with is her own business. Not her employer's. A woman can be in love or even married, and still do her job competently. She should be judged on the quality of her work, and not her relationship status."

Individual states have had differing interpretations of the WWA. In California, Oregon and Washington, employers are not permitted to enquire about a candidate's relationship status during the interview process. On the other hand, Texas, Florida and Tennessee, maintain public registers of marriages which allows employers to digitally verify an applicant's marital status.

The US does not make exceptions for "degrading and humiliating" sexual acts, and holds Private Valets accountable to their contracts. In Blythe v Sentinel Partners, a federal appellate court ruled that the plaintiff, Cassandra Blythe, was not excused from the "unconditional blanket consent" clause in her contract simply because her principal, Byron Carter, instructed her to perform an act that she deemed to be degrading. The court ruled that the issue of whether a particular act is degrading is subjective and a matter of opinion.

Renowned British physician Dr Rasheed Omar with his Private Valet in 2046

United Kingdom

In June 2045, Parliament passed the Fair Employment Contracts Act, in which the following contract terms were stated to be invalid and unenforceable, even if she has provided her "unconditional blanket consent in writing":

• Any contract term requiring the Private Valet to provide sexual services with any person other than her stated principal;
• Any contract term requiring the Private Valet to seek the approval of her principal prior to initiating a sexual or romantic relationship outside of work;
• Any contract term requiring the Private Valet to engage in public nudity or public indecency;
• Any contract term requiring the Private Valet to use a specific method of contraception, as long as she has generally represented and warranted that she is using contraception;
• Any contract term requiring the Private Valet to engage in sexual acts involving restraints;
• Any contract term requiring the Private Valet to engage in permanent body modifications;
• Any contract term requiring the Private Valet to be available for her principal for more than 50 hours per week, plus up to two overnight duty shifts per week;
• Any contract term requiring the Private Valet to consent to the publication, dissemination or distribution of her intimate photo/video images.

In the UK, Private Valets cannot be penalized with wage deductions of any amount.

A candidate attending an interview as part of the licensing process for a Private Valet license in Bern, Switzerland in 2048

European Union

In the European Union, Private Valets are deemed to have full personal agency, and may enter into contracts giving blanket consent to sexual acts to one named person, during business hours, on business premises (including the personal address of the named principal) only. Specific business hours must be stipulated in the contract, and must not exceed 50 hours per week. As long as these three conditions are met, the Private Valet is bound to her acknowledgement of blanket consent to all acts or categories of acts specified in her employment contract.

Contracts cannot include any terms that require compliance outside of the three parameters. If they do, they are uniformly regarded as invalid and unenforceable.

Switzerland

In Switzerland, Private Valets must be licensed by the Agence de Professionnels des Services Privés (APSP) in order to be legally employed. Working as a Private Valet without a license is a criminal offense punishable by up to 15 months in prison and/or a fine of up to CHF 180,000. In order to qualify for a license, candidates must attend either a four-week residential training course or a ten-week part-time course conducted by one of four training institutes approved by the APSP. In addition, the candidate must also pass a theory and practical examination. A license is valid for two years and can be renewed indefinitely.

Swiss regulations on Private Valet employment contracts are almost identical to those in the EU, with the sole exception being that "business hours" may not exceed 55 hours plus up to one overnight duty shift per week, as opposed to 50 hours.