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The Boston Globe's Jason Touhey has a nice article on the pitfalls of office romance, both for employees and employers. Jason reports that anywhere from 40 to 60 percent of workers admit to having had a romantic relationship in the workplace at some point in their careers. Since many people frown on that behavior (and people often lie to survey takers), you can assume that the number is somewhat higher.
Jason also reports that a quarter of all employers ban or discourage office relationships, with penalties including counseling, reprimands, or even termination. But employers should not assume that having a policy is going to automatically protect them from problems:
Most employers realize, however, their seldom-read manuals cannot top one of the most elemental powers in nature.
"Employers can't pretend that people are going to completely separate their [love] lives and their workplace lives," said Jay Shepherd, principal at Shepherd Law Group, a Boston firm serving businesses with employee disputes. "You just need to be smart about it and keep your eyes open for problems."
Companies also don't like it when couples split up. Failed workplace relationships can lead to productivity problems, lawsuits, and harassment claims, Shepherd said.
(I couldn't have said it any better myself. By the way, I said "sex lives," not "[love] lives.")
Jason also notes that 80 percent of respondents agree that relationships between supervisors and subordinates cannot be tolerated. (Implicit in that statistic is that 20 percent of respondents either didn't understand the question or enjoy lawsuits.)
Policies are fine, but they are no substitute for good management. And good management is the best protection from the potential sexual-harassment lawsuits that can be part of the ugly aftermath of a failed workplace romance. (See the recent post on why sexual-harassment cases are so hard to defend.)
