Jim and Pam from The Office.  Mer and Der from Grey’s Anatomy.  Will and Emma from Glee.  Some of TV’s most beloved couples found love in the workplace, and real-life couples are no different; survey data suggests that up to one-third of real-life married couples met on the job.  So if you’re in the office this Valentine’s Day, you’re likely to see heart-shaped boxes of chocolates and jumbo-size bouquets of red roses.  At least a few of these affectionate offerings will undoubtedly occur between coworkers—maybe even on the sly.  And while these office romances make for ample whispering at the watercooler, they can also present a challenge to the Human Resources Department.

Ideally we’d all wish our coworkers the best in love, but workplace relationships can pose potential problems in the office, from discrimination to sexual harassment.  These issues can be particularly complicated for companies that don’t clearly address coworker relationships in their employee handbooks.  But it’s February now, and with Valentine’s Day already throwing petals on the company doorstep, it’s too late to sprinkle new policies amidst blossoming love.  Looks like supervisors and HR representatives will have to rely on their common sense to get through this one.

If you fall under that umbrella of supervisors and HR reps, and you find yourself playing the love police this year, keep a cool head and a warm heart by following these guidelines for dealing with workplace relationships.

• Remain professional.  Keep any comments you make to employees business related by addressing performance, productivity, and professional conduct.  Steer clear of anything personal, and remember that any personal information confided in you should be kept strictly confidential.
• Listen to reason.  Employees spend a lot of time together, which can naturally encourage closeness, so try to be reasonable about the demands you place on them.  After all, your response to an office romance can only reach so far without a written policy.  You can’t reasonably ask your employees not to date, and even if you could, good luck enforcing what many would consider unrealistic rules.
• Treat everyone equally.  As a matter of good HR practice, it’s important to treat all employees (and all workplace relationships) the same.  If your company has established guidelines about workplace relationships, they must be enforced across the board.  This equal treatment rule applies even if the relationship involves an extramarital affair.
• Stay ahead of the game.  If hushed voices are talking about a workplace relationship gone wrong, it’s already too late to implement a formal company policy, so don’t attempt to enforce any ex post facto rules (but do enforce federal, state, or local laws, such as to address sexual harassment).  On the flip side, what if those hushed voices are talking about an office marriage in the making?  Even happy occasions come with potential HR issues, such as nepotism.

Whether it’s good or bad romance news, talk with management about establishing a policy to address workplace relationships.  Remember, it’s important to take each case seriously as a professional matter and not just a personal one.  A clear, written policy will be the best way to manage love in the air this Valentine’s Day and to help prevent the chill of a sexual harassment issue come winter’s end.

Are you ready to stop an office romance from snowballing into an office rout, but you’re not sure where to begin?  Talk to the friendly staff at YES! Your Human Resources Solution, Orange County’s premier HR consulting firm.  Our professional HR consultants can help you on the road toward effective, easy-to-understand HR policies that comply with the latest legal regulations—and that really work for your unique business.  Don’t wait for whispers around the watercooler.  Get started today by visiting our website or calling to set up a free consultation.