A Bad (for the Team) Romance

A Bad (for the Team) Romance
It seems reasonable to have a conversation with human resources
that focuses on specific problems: If a manager’s favoritism for a particular employee is really lowering morale or causing other trouble, that’s a legitimate issue, whatever the underlying reason.
They spend hours together in each others’ offices with the door shut, sneak out for lunches and go on supposed work trips that happen to “coincide.”
My boss constantly gives this peer undue credit and puts down the rest of us in his presence.
And it’s a good idea for a company to have spelled-out guidance and expectations, especially to address a relationship
that crosses the supervisor/subordinate line — which can lead to, for example, allegations of sexual harassment.
This fellow seems decent and would be an easy fit, but I certainly don’t want it to ruin my career should a relationship go south