However, you can communicate with the two parties the expectations of discussing confidential company information with one another during pillow talk.When dealing with office romances, it is important to clearly communicate the expectations of the employees from the very start.Even if you are opting for a more relaxed dating policy within your organization, require that the two involved employees disclose their relationship.Have the involved parties sign a contract that states their relationship is mutually consensual, they are both free to end the relationship at any point in time without an impact on work, that they will not let the relationship effect their performance, and that they understand the company’s sexual harassment policy.If you are going to have a dating policy that allows employees to engage in a romantic relationship, it is essential to communicate what behaviors are appropriate for their interactions at the workplace during work hours.
Social exchange theory is based on the assumption that career choices can be distinguished from personal choices, but in fact, distinguishing private from workplace life is difficult .“By turning a blind eye, the owner not only could be unaware of potential sexual harassment and a resulting lawsuit, but could be accused of willful ignorance, thus exacerbating the harm to the subordinate and the resulting injury award,” warns David Scher, principal attorney for the Employment Law Group.There is an inherent conflict between coherent office management and sexual relations.Love has always had its consequences, and there are more than you might realize when it strikes in an office setting. Pretending that you don’t know what’s going on is a decision you’re likely to regret if things go badly between the co-workers.So, what do you do if Cupid strikes two of your employees? There are consequences for the company, particularly if the relationship is between a manager and a subordinate. In a recent Career survey, 39 percent of respondents said they’d dated a co-worker .