However, employers can also be liable for the actions of their employees. Employers should ensure that they address all complaints of sexual harassment with care.
They should also ensure that sexual conduct between employees, even if it is consensual, does not create an unpleasant and sexualised workplace for others.
Sexual harassment includes unwelcome verbal or physical conduct of a sexual nature that explicitly or implicitly affects an individual's employment, unreasonably interferes with work performance, or creates an intimidating, hostile, or offensive work environment.
For example, harassment may occur when a supervisor tells an employee that she will get a promotion if she dates him.
However, employers generally may discourage workers from entering relationships when there might be a conflict of interest, such as a supervisor-employee relationship, or an HR-manager relationship.
If you receive a complaint or otherwise learn of a workplace relationship affecting the work environment, investigate promptly, thoroughly, and impartially. Interview the parties involved separately as well as any witnesses.Distribute written policies about the type of workplace conduct you expect from supervisors and employees.For example, employers can expect employees to maintain a professional environment and refrain from public displays of affection while on-duty and on company premises.If an investigation reveals that a policy violation occurred, take immediate and appropriate corrective action to remedy the situation and prevent it from recurring.Train supervisors on your policies and how to report and respond to situations that affect employees and the work environment.It is common for relationships and attractions to develop in the workplace.