Her findings indicated that most respondents do not mind seeing a romance develop between two unmarried colleagues.
They do object to relationships in which one or both coworkers are married to someone else, however, and they also object when the relationship is between a supervisor and his or her direct report. Poe, an HR freelance writer, also found in a Society for Human Resource Management white paper that adulterous affairs were a problem in some workplaces.
The policy may also state that you expect staff members to behave in a professional manner while dating.
Let your employees know that you expect that office romances, relationships or affairs will be kept separate from the work environment.
A policy that prohibits dating, sex, and romance entirely is not recommended.
Any policy that is seen as onerous, overreaching or intrusive will just encourage stealth dating.
Depending on the discretion of the dating couple, gossip in the workplace can become rampant and disruptive.
Know whether you’re required to report a dating relationship to HR. They can help you with gossip control and with understanding what is expected and appropriate in your workplace.
If romance becomes sexual harassment, supervisors should know what to do to take immediate action—this can be a legal hotbed, so training should be significant and cover all bases.
Make sure that your employees are aware of all the rules and policies regarding workplace romances as well.
According to Dana Wilkie, an online SHRM editor, periodic surveys by SHRM show that 99 percent of employers with romance policies in place indicate that love matches between supervisors and staff members are not allowed.
That’s up from 80 percent in 2005, and from 64 percent in SHRM’s 2001 Workplace Romance survey.