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If a workplace is the scene of widespread favoritism based on quid pro quo sexual activity, workers of both sexes could have grounds for a complaint of a hostile work environment that violates Title VII.
An employer who is concerned about possible problems arising from co-workers dating could develop an across-the-board ''no dating'' policy.
Even worse, if the relationship ends badly, a rejected partner could retaliate by claiming that she, or he, was sexually harassed and could file a complaint with the Equal Employment Opportunity Commission.
That can be uncomfortable for both parties as well as for co-workers. Her work has been published in "Entrepreneur," "Complete Woman" and "Toastmaster," among many other trade and professional publications.Agreeing to such notification would protect the company from charges that the relationship was not consensual.As a long-time newspaper reporter and staff writer, Kay Bosworth covered real estate development and business for publications in northern New Jersey.Such an anti-fraternization policy could restrict dating or socializing, but defining such relationships can be difficult when employees go out for lunch or drinks together or socialize as a group.An employer could set up policies that only prohibit relationships between supervisors and subordinates.