Get to know the new guy as a friend before you two cross the line.Not only will this ensure you're only crossing said line for someone who may actually be worth it, but you'll also know a bit more about integrity, which will probably make you feel more comfortable as you two enter into a delicate situation.2. If things don't work out and there's a messy breakup, are you prepared to still see or interact with this person every day?With Valentine’s Day just behind us, cupid may have left a few arrows in the workplace. workforce study found that 37 percent of workers have dated a coworker at some point in their career.People spend a lot of time at work and even more time at office lunches and happy hours, so it is not uncommon for workplace relationships to evolve into intimate relationships. When romantic relationships enter the workplace, the relationship is no longer just between two people, but can affect coworkers, supervisors, and the public.Employers might be concerned that a worker who is privy to confidential information may inadvertently leak such information to a romantic partner.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.
In any other dating scenario, you might be eager to jump in bed with your crush a week after meeting, but in this case, rush.
Choosing the Right Opportunity Evaluating Whether Dating Is a Good Idea Asking a Coworker Out in a Casual Way Community Q&A Asking a coworker out on a date can be tricky.
You don't want to be too forward, but you want to show him or her that you're interested.
A relationship between a supervisor and a subordinate can create a problem if the superior shows favoritism to his sweetheart.
The situation grows more complicated if the subordinate claims the relationship was not consensual.
While the idea of having an office sweetheart may boost some employees’ morale, romantic relationships in the workplace can create employee dissension and legal liability for employers.