Consensual Relationship Agreements Case Study
Professor John Mitchell
BUS 520 – Organization and Leadership
October 30, 2012
This paper will discuss Consensual Relationship Agreements in the workplace. Within the paper, I will argue for the use of CRAs in the workplace by explaining the benefits. I will also present a counter argument against the use by explaining the cons. Ethical principles and other options are also discussed.
Argue for the use of Consensual Relationship Agreements (CRAs) in your current (of future) workplace.
Office romances are almost inevitable when you place people with the same interest together for more ...view middle of the document...
From the employer’s perspective, the agreement is proof that they took steps to prevent sexual harassment in the work environment. It’s a second line of defense to the current harassment policies already in place. For the potential victim of harassment, it helps to remind them of their right to work in a harassment free environment. It also reiterates the ways on how to report inappropriate conduct and creates an avenue in where awkward situations can be discussed. It creates a dialogue on workplace professionalism and reminds the employee of the lack of privacy. From the perspective of the accused, it will provide evidence of a consensual relationship.
When introducing a CRA, it’s imperative that the employer explains how it benefits all. When a relationship between a subordinate and manager takes a bad turn, it can expose the employer and both parties to lawsuits. The subordinate can say they were coerced into a relationship with a manager. They may even take it a step further and file a lawsuit claiming harassment and favoritism. If this happens and there is no CRA in effect, this could end badly for both the employer and the accused. However, if a CRA was signed, it’s documentation that the relationship was consensual and will discredit any claims of sexual harassment.
CRA is that it addresses professionalism in the workplace. Imagine how awkward it would be if had to bear witness to your co-workers, or your manager and a co-worker holding hands, making flirtatious comments, or showing other forms of affection. How would you handle it? You shouldn’t have to, if a CRA is involved. The CRA reminds the dating employees of appropriate behavior within the work environment. It also reminds them to be sensitive to the other employees. The CRA would the lack of privacy when using office technology.
Create a counter argument against the use of Consensual Relationship Agreements (CRAs) in your current (or future) workplace.
Let’s face it, we are all professional adults and should behave accordingly. Introducing a CRA into the workplace will cause just as many problems as they solve. In this case the answer is no. As long as they conduct themselves professionally and are productive, it should not make a difference. Employees will feel as though signing a CRA is an invasion of their privacy. After all, it’s their personal business and they may not want disclose their relationship to others. The company must think what effects a written acknowledgement of a relationship will have not only on the individuals involved, but their colleagues. If an employee that is involved in a relationship is promoted because they are the best fit for the position, other employees may feel that the employer is showing favoritism. This can cause retaliation and resentment of the other employees. It could also be grounds for lawsuit indicating favoritism. The CRA would be documentation to support the claim of favoritism if it is not well...