Statistics indicate that as many as one out of four married couples meet at work, which means that an even greater percentage of eligible people are dating in the workplace.

As employers, we're obliged to make sure that one worker's interest in another doesn't interfere with their ability, or that of the people around them, to do their jobs. This concern is heightened if one of the parties is in a supervisory role or if there's a potential conflict of interest. Favoritism, as well as "quid pro quo" harassment, can come into play all too easily.

To help avoid the downside of romance in the workplace, follow these common sense guidelines:

• When you find out that a workplace romance exists, acknowledge reality and don't engage in knee-jerk responses;
• Let it be known that management won't tolerate sexual harassment and conflicts of interest;
• If a romantic couple find themselves in a compromising position at work, you might have to restructure their jobs to reduce the concern. For example, you might need to change someone's supervisor or relocate them to another department;
• Consider having the parties enter into a "love contract" that acknowledges the voluntary nature of the relationship and reminds them that there are avenues to state any complaints if the relationship turns sour;
• Finally, if one employee in a romance complains about the other party, whether the relationship was once consensual or not, follow EEOC guidelines and do a prompt and thorough investigation.