A good first step would be to advise supervisors and managers as to how they might discreetly address overt sexual behavior in the workplace.Office relationships are often the focus of intense gossip, so supervisors need to know how to keep their ears open for damaging behaviors.
If you and your partner have contact on a regular basis, keep the contact professional. Avoid talking privately in corners or behind closed doors, regularly eating lunch together without other coworkers, and—above all—touching.Limit the number of coworkers with whom you share this confidential information. If it's just about sex—a dalliance, an extramarital affair or a relationship entered into with the intention of moving up the career ladder—coworkers and companies tend to frown on love relationships in the workplace. In checking out current research on workplace romance to answer Tina Turner's proverbial question, the answer is, it depends.Let your employees know that you expect that office romances, relationships or affairs will be kept separate from the work environment.
Your organization will not tolerate sexual encounters and sexual behavior at work.
That’s up from 80 percent in 2005, and from 64 percent in SHRM’s 2001 Workplace Romance survey.
Almost half these policies—45 percent—forbid romances between employees of significantly different rank. Many organizations forbid intimate relationships even outside supervisory relationships.
Considering the amount of time most people spend working, where else is a couple to meet?
Traditional places like church, family events, and leisure time activities don’t present the same pool of candidates as they did in earlier times.
They also worry about losing valuable employees who might seek employment elsewhere if the relationship ends.