Workplace relationships add an element of complication to the environment even when relationships are between equals.
When a supervisor has a relationship with an employee under his management, the dynamics can be toxic for the workplace.
Laws exist to protect employees in such situations, including Title VII of the Civil Rights Act of 1964, which defines sexual harassment, and the difference between quid pro quo relationships and hostile environment harassment in the workplace.
If you are at an office or shared network, you can ask the network administrator to run a scan across the network looking for misconfigured or infected devices.
Don't put a policy in place to control the behavior of a few employees whose behavior is out of line.
Consequently, fraternization policies that prohibit friendships and association outside of the workplace cause employees to deceive and cover up.
Again, a seemingly nonthreatening situation turns into a harassment suit.
Finally, says Segal, even when the relationship itself poses no problems, there’s still the issue of “paramour preference.” That is, other employees who allege that they are being unfairly treated on the basis of sex because promotions and raises are going to the person having sex with the boss.