The most common accusation you hear in court is something like, "I dumped him, so he retaliated against me by firing me," or "he denied me a promotion," or "he cut back my overtime." We've seen plenty of other cases where a spurned boss persists and ends up provoking a sexual harassment lawsuit. You could argue that your exposure to lawsuits is even greater if the relationship is clandestine.
It's anchored by two assumptions: A 2005 California Supreme Court case that adds a whole new dimension to boss/subordinate relationships.California has a constitutional provision protecting privacy, which means romantic relationships between coworkers should be none of the association's business.However, this runs headlong into a competing principal against sexual harassment, i.e., employees should not feel pressured to submit to sexual advances to preserve their jobs. In addition to potential claims of sexual harassment, associations face other risks.The inequality of the supervisor-subordinate relationship creates an element of coercion or claimed coercion.To protect against potential liability, associations should implement workplace rules that prohibit any kind of dating or sexual contact between supervisors and subordinates, whether on duty or off.