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Most of the entanglements occurred between two peers, but 29 percent of workers who’d dated a colleague said it was someone who outranked them in the company’s hierarchy, and 16 percent admitted to dating their boss.Women (38 percent) were more likely than men (21 percent) to date a higher-ranking colleague. According to the survey, social settings outside of the office were the most common, followed by running into each other outside of work, attending happy hours, spending late nights at the office, and going to lunch.The key to a fraternization policy is to minimize the impact of the things that can go wrong in the workplace while maximizing the powerfully positive aspects of employee relationships.You also want to identify the relationships that are forbidden because of their potential impact at work.

Dating an employee, and extramarital affairs, even when the employee is not in a reporting relationship, creates serious consequences for the company.

It's worth noting that the consequence of a too-restrictive policy is that fraternization policies that prohibit even friendships and associations outside of work cause employees to deceive and cover-up.

They also encourage gossip, job dissatisfaction, and low morale.

It can affect the careers of both employees with regard to advancement opportunities, choices of jobs, and assignments.

Clearly, these relationships can result in charges of sexual harassment, years or decades after the fact.