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Productivity may go down when people are distracted during the day, and dating in the chain of command may lead to suspicions that favoritism is at work.
Another option for employers is requiring employees to notify management when they are in a consensual relationship with another employee, management or vendor.
In a recent Workplace Options survey, 85 percent of 18 to 29 year olds replied that they would have a romantic relationship with a co-worker, compared to 35 percent for 30-46 year olds and around 30 percent of 47-66 year olds.
According to Chas Rampenthal, general counsel and vice president of product development at Legal Zoom, choosing to go without a dating policy and letting the rules on harassment and discrimination do the job is not really exposing yourself to legal liability -- as long as you do have well-designed policies on harassment and discrimination.
Intra-office dating can lead to other problems, too.
This kind of notification policy is often referred to as a "love contract," as the employees involved are asked to sign a contract acknowledging the consensual status of their relationship.
Employees should be reminded of relevant considerations, such as no public displays of affection at the workplace, and they should be given a chance to consult with an attorney before they sign the love contract.
Will your policy restrict just restrict "relationships" or forbid all kinds of romantic involvement, including casual dating? Other HR experts also mention that a blanket no-dating policy is both difficult to enforce and can have a negative impact on employee morale.
No-dating policies are perceived especially negatively by younger workers.
In practice, even a blanket no-dating policy does not completely protect employers from claims of sexual harassment, never mind being difficult to enforce and generally unpopular among employees.
Many businesses, especially smaller businesses, make a conscious decision to have no specific dating policy.
Sexual harassment is a tremendously complex subject, and given the complicated reality of relationships and the issue of consensuality, significant gray areas in law and policy are almost inevitable.
Workplace dating policies are certainly one place where gray areas can creep in.