In these companies, the sexual harassment policy states clearly that romantic relationships between coworkers are not the company's business unless fallout from the office romance affects the workplace.

(If this happens, Human Resources staff, of course, and their manager in conjunction, would have to address the behavior.)A manager, however, may not become romantically involved with nor date a reporting staff member.

This policy, in conjunction with a strong sexual harassment policy and an effective reporting and investigation policy, should protect your workplace from litigation.

People in a reporting relationship should not be dating.

The love contract is a required document signed by the two employees in a consensual dating relationship that declares that the relationship is by consent.

Additionally, organizations may include guidelines on behavior appropriate at work for the dating couple.

Plus, employees can always charge that they were pressured into signing the love contract at a sensitive time during their employment.

Additionally, any love contract policy requires disclosure of a romantic relationship to Human Resources.

Many HR staff will share that in their experiences of employees dating, the most frequent outcome from the relationships is marriage.

But, when a marriage or a long term relationship is not the outcome, the relationship can affect your workplace. If the coupling part consensually with both in agreement about the timing, trauma is less likely to impact work.

Will they get along or create constant tension that other workers feel? There is too much room for later litigation and I have already had to work with several sexual harassment cases in companies once the consensual relationship ended.