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I tend to sound like a broken record when it comes to company policies.

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You can often use the contract process to outline expected behavior like no "PDA"--public displays of affection--at work or retaliation if the relationship ends.

This can be especially true in high-growth companies that demand long work hours and tend to hire more single employees. A less restrictive policy that a lot of companies have is one preventing nepotism--prohibiting spouses or relatives from working at the same company or preventing employees from supervising related coworkers.

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As companies grow and add employees, you will often see signs of budding workplace relationships. There are a few different ways to manage this liability. According to the CareerBuilder survey, some industries are more prone to inter-office dating coworker federal government than others.

Often a CEO or president will look at the potential for risk and weigh that against the ability to police and enforce a policy. When your routine is work-sleep-work, going out to date does not seem like a real option for many.

This seems stephen bishop and jesiree dizon dating be the overwhelming favorite for smaller companies or companies that are just starting to formalize employee training. So here it goes again: Will the policy restrict casual dating, relationships, romantic involvement, or socializing?

Think of it this way: I can tell you that the last place you want a policy defined is in the courts. A signed document will confirm a consensual relationship and provide additional notice of understanding of the sexual harassment policy.

Even if it does not violate a written policy, your boss the CEO or the board might not care, and view it as a lack of senior management acumen.

You can ban it. In my opinion, failure to equitably enforce a corporate policy is often worse than not having one.

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Hospitality, Financial Services, Transportation and Utilities, Information Technology, and Health Services all topped the list as having higher than average office dating. Enforcing these policies can take their toll on a company. In a better scenario, coworkers would find it easier to claim that an employee received preferential treatment from a supervisor he or she is dating.

If you believe the stats of new employees entering the workforce, it might seem so.

Sep 18, More from Inc. In a poorer scenario, the relationship would end badly, one of the employees could claim that the relationship was non-consensual, or that sexual harassment existed.

Can you even define those terms? When a workplace romance sours, it can expose the company to increased liability, since the connection between alleged actors is easier to establish--essentially giving the plaintiff some good ammunition for his or her case. Is this age-old adage becoming extinct?

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You can also have employees report a romantic relationship to a company representative, like an HR official. You have to define and often describe the conduct you want to prohibit. For many smaller companies, they choose to go without a policy, and let the rules on harassment and discrimination do the job.

You can allow it, but never within the chain of authority. You can do nothing. Make sure that you inform the employees that they have a right to and should talk to a lawyer before signing.

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Relationships between supervisors and subordinates create even more potential problems. This is another common method, known as an "anti-fraternization policy.

The Do's and Don'ts of Dating a Coworker

There will foreseeably be claims of favoritism, or even discrimination or harassment. Generally, policies cover not only employees, but also contractors, vendors, suppliers, manufacturers, and the like.

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You can allow it, with written disclosure. Cultural attitudes seem to be changing toward in-office romance. When it comes to workplace dating policies, here are a few basic options: One last generally acceptable rule: Friedman was not married, so there was no affair.

The Do’s and Don’ts of Dating a Coworker

This is commonly known as the "Love Contract" approach. The legal issue is what I like to call the "amplification" of potential liability that always exists around the employer-employee relationship.

Having information up front will allow you to better respond to complaints of discrimination or favoritism. As a business owner, you might ask: An employee could even make a case for unlawful retaliation if he or she receives a poor performance review from a former lover or if a co-worker receives a better evaluation from his or her boss.

Note that you should always have a policy prohibiting and enforcing sexual harassment and discrimination. Essentially, any relationship between two people that could have a negative effect on the company if things sour, or if one party is able to improperly influence the other would fall under the policy.

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Is the potential relationship worth risking your good job or name?