Consensual Relationships Agreement Case study
Argue for the use of Consensual Relationship Agreements (CRAs) in your current (or future) workplace.
When it comes to work environments, there are many issues. One big issue that seems to be a problem when it comes to the workplace is the issue of sexual harassment and other problems related to this. In the workplace, it is important to know what is going on. It is inevitable that at some point, love will cross paths of two workers who happen to work at the same job. In every job environment, there are women who work with men. Because of this, it is important that all HR departments lay the foundation in training of what the ...view middle of the document...
Both Monica and Bill Clintons’ reputations were sabotaged and it could have indeed been prevented.
A reason for signing consensual agreements also reduces favoritism and informs involved parties of workplace behavior (Tyler, 2008). Favoritism claims can be initiated when the rest of the employee believe that one is receiving more, such as rewards and bonuses because they are involved with another person who has power to do such. Signing consensual relationship agreements also prevents any accusations of one, mainly the female, moving higher than others in the business. What usually happens is the woman gets involved with the male, who happens to hold a high position, and this relationship allows her to receive special privileges which will create workplace discrimination (Tyler, 2008).
By law, the employer has the right to know what is going on. It is true that the Fourth Amendment gives people the right to privacy, but it is now extended to the workplace. The courts said that “while the Fourth Amendment could extend to workplaces, and privacy interests might be asserted in workplace environments, the interests of the employee could be balanced against those of the employer” (Cozzetto & Pedeliski, 1997, 1). Balancing of interest gives the employer the right to begin investigations and conduct searches of employee effects upon the premises of the employer (Cozzetto & Pedeliski, 1997). This means that the Fourth Amendment prohibits unreasonable searches, but the employer is allowed to define the conditions to allow searches to be reasonable. In other words, if the employer makes signing the agreement a part of being hired, employees that become in relationships with each other have too. Many problems concerning relationships at work can be avoided, but guidelines for romance must be in place and consequences for breaking them should be enforced.
Create a counter argument against the use of CRAs in your current (or future) workplace. Consensual relationship agreements are written contacts where both parties who are romantically involved acknowledge that the relationship is voluntary and consensual. By signing the agreement, the two involved agree to conduct policies, not let their relationship affect their performance, avoid offensive behavior in the workplace, and agree to not engage in favoritism (Hellriegel & Slocum., 2010). The two involved parties are basically signing that they are fine with being supervised while at work because they are in a relationship. This can seem a bit invading. They may feel like that their whole relationship and what goes on is now on display to the job, which can also be a bit invading and embarrassing. These are adults who may feel like it’s no one’s business about who they become involved with. They feel that it is an invasion of their privacy when it comes to the way they communicate with each other, how they show affection towards one another, and even down to what they email...