Assignment #1 – Consensual Relationship Agreement
Leadership and Organization -BUS 520
October 26, 2012
Consensual Relationship Agreements are common among many corporations or companies addressing workplace romance. In today's work place, romances and the related topics of sex and privacy have become important issues confronted by most employers. With more employees working longer days and spending so much time together on the job, romantic relationships are developing more frequently. Workplace romance may be the only option for employees whose workload limits their outside activities, but for employers, this trend may prove to be a ...view middle of the document...
This is especially critical when one person is of higher ranking and has the ability to influence opportunities to other employees. Management and subordinate relationships have been known to be troublesome of key positioning and of the ethical infrastructure that ensures the equal opportunity that is guaranteed to all employees through corporate policy. The dynamics of the workplace was jeopardized because several people dated romantically. A majority of companies do not have any policy in place. However, most companies now have policies against supervisors and managers engaging in relationships with subordinates; the CRA will acknowledge this union and take the decision of promoting the subordinate out of the hands of the supervisor or manager he or she is involved with.
The Consensual Relationship Agreement also protects the employer and employees in sexual harassment claims, by providing documented proof of consensual interaction signed between both parties. The contract also helps to give support to those employees with false claims against them by providing documentation of the existence of a consensual relationship; which can point to reasons for resentment or to provide a motive to eliminate the romantically involved colleague from the workplace (Hellriegel & Slocum, 2011). In a consensual relationship between a supervisor and a subordinate, the subordinate often is the beneficiary of preferential treatment. Employees have declared claims for sexual harassment based on the theory that they can't receive the same benefits because they are not "sleeping with the boss." However, most courts have rejected this argument because such a consensual relationship disadvantages both male and female employees equally. The exception, of course, is where a supervisor plans many employees, and only those who comply receive preferential treatment ("Regulating workplace romances," 2008). Sexual Harassment has been one of the biggest concerns that employers face; but the CRA gives documentation of non-professional romantic relationships which continue living within the workplace; and ensures that false or termination of all claims are examined through documentation before verdicts effecting personnel are made. The Consensual Relationship Agreement is thought of as the answer to workplace romance; it helps employers to document involvement while supporting an ongoing implementation of business ethics and equal opportunity (Hellriegel & Slocum, 2011).
Even though Consensual Relationship Agreements were recognized to stay away from difficult issues that stem from workplace romances, sometimes these policies can cause employees to seek new employment opportunities. In the military, according to The Department of the Army, dating, living together and intimate or sexual relationships are prohibited between officers and enlisted personnel. This does not apply to marriages prior to March 1, 2000 or the status of one of the enlisted members changes,...