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 your employees are aware of all rules and policies regarding workplace romances as well.
Your organization will not tolerate sexual encounters and sexual behavior at work.
Spell out the consequences if the romance is negatively impacting the workplace.
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.
I checked out current research on workplace romance to answer Tina Turner's proverbial question.
Almost half these policies – 45 percent – forbid romances between employees of significantly different rank. Many organizations forbid intimate relationships even outside supervisory relationships.
Thirty-three percent of organizations forbid romances between employees who report to the same supervisor, and 12 percent won’t even allow employees in different departments to date.
Regardless of whether your employer has a workplace romance policy in place, you’ll want to keep your relationship off workplace radar as much as possible.
If you and your partner have contact on a regular basis, keep the contact professional. Avoid talking privately in corners or behind closed doors, regularly eating lunch together without other coworkers, and -- above all -- touching.But when a couple is genuinely serious about dating and building a relationship, popular opinion is more favorable.