“If the source is reliable, or if you've observed suspicious behavior yourself, go directly to the boss or the senior person in the situation and determine the nature of the relationship, remind them of the policy, and ask for their cooperation and confidentiality.If they continue against policy, use your company's disciplinary policy to correct the situation.” As a protection against accusations of harassment or coercion, some employers have employees sign a “love contract.” These contracts indicate “that the employees are voluntarily engaging in a romantic relationship, that the relationship will not affect the workplace, and that the participants are aware of the employer's sexual harassment policies,” Zoller says.When a workplace romance sours, it can expose the company to increased liability, since the connection between alleged actors is easier to establish--essentially giving the plaintiff some good ammunition for his or her case.
The risk rises when the two members of a couple are on different levels of the org chart.
When you hire a lot of passionate, engaging people, a couple of them are bound to hit it off in a way that goes beyond their shared interest in the business.
“The main purpose of the love contract is to limit employer liability in the event that the romantic relationship ends,” she explains.
“As part of the contract, both employees agree that should their relationship end there will be no work-related retaliation and they will not sue the employer for sexual harassment.
According to a Career Builder survey, interoffice dating has a fairly high success rate--of the 38% of people surveyed that dated a co-worker at least once, 31% went on to marry that co-worker! If you believe the stats of new employees entering the workforce, it might seem so.