they have behaved inappropriately or illegally. Research in Management Today has reported that for of ten employees will eventually marry someone from their workplace. Having said that, it becomes clear that workplace romances cannot be ignored. Often, organizations tend tot prohibit such activities however this simply leads to forcing employees to use silence and deceit to maintain the secrecy of their relationship (Schaefer, Tudor, 2001). The research suggests some ways to deal with workplace romances discussed in the next section.
             Another cause of sexual harassment includes concern of job loss if an employee attempts to protest alongside a fear of being ostracized. Many employees do not speak out against harassment because the person conducting such behavior may be in a more powerful position with in the organization, leading the subordinate to believe that he or she will not be heard if spoken against a higher authority. Also, employees may be more negatively affected by sexual harassment perpetrated by superiors because their perpetrators have the authority to make decisions affecting their subordinates' work lives, like their pay (Thacker and Gohmann, 1996). In fact, all the research strongly supports abstaining from supervisor-subordinate relationships. Employers who do not address workplace romance issues by forming general policies on sexual harassment, at least take the time to outline behaviors prohibiting this dangerous relationship due to the heightened possibility of sexual harassment charges (Schaefer, Tudor, 2001). Furthermore, the supervisory-subordinate relationship can result in feelings of favoritism among other employees. Sexual harassment has many consequences
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