If they do choose to interfere, what department should be in control of handling the situation and what policies should be set if workplace romances do happen?If there are not policies, should there be set guidelines?Retaliation can take many forms: termination, shift changes, pay cuts, transfers, and other adverse actions have been found to be retaliatory.
A romantic relationship between a supervisor and subordinate provides the potential for a conflict and the opportunity for the employer to require a love contract.When a workplace relationship goes south, the parties involved must still see each other every day in the office.This can lead to awkward encounters, and the potential for claims of sexual harassment and retaliation.No one wants to feel policed, so keep the employee dating policy focused on the specific behaviors that disrupt the office vs. Additionally, use of love contracts is a way to mitigate risk of sexual harassment liability. They should apply policy consistently and take measures to avoid real or perceived favoritism. Office relationships often inspire gossip, which can impede productivity and damage careers. Sexual comments and disruptive behavior can render a workplace uncomfortable and unproductive.In some states, the interpretation of sexual harassment laws includes third parties: If an employee views a supervisor as favoring a subordinate, the employee can sue the company. Promote an open, transparent environment, so that employees are less inclined to hide their relationships—and coworkers are less likely to gossip. Managers and supervisors need to be familiar with the company’s disciplinary actions and empowered to enforce them.