Has Your Office Been Negatively Affected by Office Romance?

Office romances have the potential to complicate business operations. Risks such as workplace violence, domestic violence, harassment and sexual harassment could become an issue should the parties involve end their relationship and suffer emotional pain. Other concerns include:

• Accusations of favouritism
• Gossip can take a toll on professional image, workplace atmosphere
• Lowered morale and productivity

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Any attempt to “ban” office romance is likely not going to solve problems and it not a reasonable solution to something that may be inevitable.  Your best defence is to outline some clear written policies that define the parameters of office romances in your organization, and send the message that employees should not let romantic relationships affect the professional work environment.  What should your policy include? Below are some tips when developing your policy.

• Employers should require employees to disclose to their manager when they have entered into a consensual romantic relationship, without infringing on their privacy. This allows for confirmation that the relationship is consensual, and offers the opportunity  to inform the two parties of your workplace harassment/sexual harassment policies (Bill 168), how to report complaints and most importantly expectations around conduct while in the workplace environment.
• Outline in your policy how you will manage alleged harassment or sexual harassment claims. Make employees aware of your zero tolerance policy. Refer to your policies that you would have developed in regards to Bill: 168 legislation.
• Be sure to include the steps that are taken by management should a complaint be submitted regarding the office relationship. Business owners/management are required to remain impartial and be sure that decisions made in dealing with the complaint are made on the basis of evidence presented after a proper investigation has been conducted .
• If complaint against an office relationship proves to be accurate, define penalties and disciplinary procedures appropriately. Ex. A couple is initiating in sexual liaisons and behaviour at work. It is affecting the work atmosphere and fellow employees are complaining. Outline in your policy what the consequences are for violating this clause of the office relationship policy. (ex. Discipline, transfer, demotion, suspension, termination)
• Define your policy for office relationship that involves a manager/supervisor and a subordinate. Dating a co-worker who reports to you can cause problems because other employees might accuse the manager or supervisor of playing favourites. Most organizations try to avoid these types of scenarios, and should a relationship happen, often one of the parties is transferred so there is no direct reporting.
• Lastly, be sure to address the expectations of both parties should the relationship end. When an office romance has gone bad there is risk for tension, gossip, workplace violence and potentially unwanted attention or harassment.  By addressing the expectations in your policy your employees will know and understand the consequences of their behaviour.
  
  

Avoid the legal ramifications often associated with workplace relationships by planning ahead and providing your employees with guidelines and education on the topic of office romance in your workplace before cupid’s arrow strikes. Perform a Workplace Risk Assessment and ensure your Bill: 168 Workplace Violence and Harassment policies are up to date, and well communicated to your staff. Remember to get your employees to sign off on their acknowledgement of your policy. Informing your employees that as an employer, you actively seek to identify and eliminate potential problematic situation which might result from office romance and sexual dynamics, is an excellent form of due diligence and displaying that your company is taking strong action to prevent favouritism, harassment and hostile work environments associated with office relationships.

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