Why Consensual Relationship Agreements (CRA’s) should be used in an organization:
Consensual Relationship Agreements or CRA’s are used in organizations to establish boundaries for employees that are engaged in a personal relationship. As a legal contract they set forth a guide for professional conduct that protects both the employer and its employees from the possibility of a hostile work environment. A CRA usually includes statements regarding such things as the nature of the relationship that it is consensual and voluntary, that the employees will follow anti discrimination, anti harassment, and code of conduct (Hellriegel & Slocum, 2011). This protects employees from harassment or discrimination during and in the aftermath should the relationship end. It also outlines behavior to avoid favoritism which is especially important if the relationship is between individuals who are of different power status within the organization with the authority to effect rewards, salaries, or influence any decision that could be deemed in favor of or reverse favor of the other individual in the relationship.
Many companies that do not have policies regarding interoffice romances do have policies in regards to relationships between subordinates and management. I believe this is one of the advantages that a CRA has for the employees involved since it protects an employee from bias or conflict. Many of the remaining protections are for the protection of the organization in the result of a harassment claim. A CRA also requires that the employees agree to keep their personal relationship outside the work place; that is too refrain from any physical or verbal displays of affection off the premise and that it will not hinder their performance on the job. Using a CRA offers the employer the opportunity to discuss appropriate workplace behavior. This can be very beneficial so that