...antidiscrimination , anti-harassment, and workplace conduct policies, they promise to report any perceived harassment to management, if it occurs, they agree to behave professionally and not allow the relationship to affect their work performance, they agree to avoid behavior that offends others in the workplace and they agree to not engage in any favoritism. This is especially vital when one person is of higher ranking and has the authority to influence opportunities to other employees. Critics of the CRA’s assert that they are too intrusive, ineffective, and unnecessary and that they can cause as many problems as they solve. Some individuals believe that the reason for having employees who are in a relationship to sign a CRA include decreasing sexual harassment litigation risk. After the relationship fails the contract can be used to refute such claims because it provides compelling evidence that the employees entered the relationship voluntarily. There are many reasons why some may feel that CRA’s are ineffective. Consider whether consensual relationships have a positive or negative impact on the morale of the workplace. For example: if you have a business that mainly employs teenagers or college age employees, this may cause many problems if a “no dating” policy is implemented. This policy must clearly state whether dating employees is against policy or just not recommended. If the policy only advises against dating employees in the workplace it should indicate some form of documentation...
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...in which the romantically involved parties acknowledge the following: • Their relationship is voluntary and consensual. • They agree to abide by the employer’s antidiscrimination, antiharassment, and workplace conduct policies. • They promise to report any perceived harassment to management, if it occurs. • They agree to avoid behavior that offends others in the workplace. • They agree not to engage in favoritism. (Hellriegel & Slocum, 2011). However, there are arguments for the use of CRA’s in the workplace, such as the use of CRA’s will decrease the risk of sexual harassment litigation and reminding dating employees of the lack of privacy in the workplace. In addition, there are arguments against the use of CRA’s , such as it will not stop employees from dating each other and intruding on the employees private lives outside of work. Therefore, this case study will explore further the arguments for and against the use of CRA’s. Also the ethical principals involved in the use of CRA’s. In addition, it will explore alternative options to address workplace...
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...Consensual Relationship Agreements AMLW BUS520/Leadership and Organizational Behavior Love in the office is bound to happen. Nowadays with more and more people spending time focused on work and being in the office, the number of office romances are on the rise (Dharmaraj, 2012). In the office, one tends to meet people who share in at least one of his or her common interest(s)-the career path he or she has chosen. Any activity such as dinner and drinks after a long days work can lead in individuals developing a love interest in one another. Many actors and actress can be seen in films together; Only later for it to come out that they are dating. President Obama met his wife while employed at Sidley & Austin, LLP (Essence Magazine, 2010). Those involved in romantic relationships must ensure that the relationship does not interfere with the performance of either employees job by properly managing the relationship;Management is a necessity to protect both those involved in the relationship and the company itself (Cohen, 2009). As long as the individuals involved are able to differentiate the difference between the workplace and their relationship, a consensual relationship agreement can be used to protect the company's safety against sexual harassment claims should the relationship go awry. A consensual relationship agreement(CRA) is voluntary written contract that protects employees from claims of sexual harassment against the company (Hellriegel & Slocum, 2011)...
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...In the workplace today, some employers adopt policies on romance at work to prevent uncomfortable situations that might arise between coworkers. In other workplace environments, some employers do not adopt any policy regarding this issue at all. Still some employers create other documents that address romance in the workplace. The issues describe above as well as the different ethical issues associated with Consensual Relationship Agreements will be discussed in the upcoming paragraphs below. There are many pros for the use of Consensual Relationship Agreements in the workplace. In a study by Parks in 2006, fewer than 15% of employers had a policy dealing with romance or sexual relationships in the workplace (Parks, 2006). The workplace has always been a major place for individuals to meet and learn about each other. This proximity may lead to attraction and romance, which in turn could make more problems for the organization. According to Clark (2006), “About 80% of employees may be involved in or know of a workplace romance” (p. 350). Some employers try to ward off sexual harassment charges and other problems stemming from office romances by having the employees who are romantically involved read and sign a consensual relationship agreement. According to Schwartz and Storm (2000), “A sexual harassment lawsuit can arise from either 1. A supervisor who has a habit of asking subordinates out of dates; 2. An employee who files a lawsuit after a consensual relationship...
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...An Analysis of the Consensual Relationship Agreements Case Study Assignment 1 By: STUDENT NAME: Lloyd D. Gaines Jr. TO: Dr. W. D. Wilkerson Professor: COURSE NAME: BUS 520: Leadership and Organization Behavior STRAYER UNIVERSITY WASHINGTON, DC April 16, 2012 Consensual Relationship Agreements Case Study Introduction The Purpose of this case study is to examine the Consensual Relationship Agreement Case Study. “Historically, sexual relationships between employees have been viewed as private matters beyond the purview of the company and not involving special ethical issues” (Stamler, Pace & Stone p.218 1997) Employees who engage in workplace relations usually have to sign a contract. This contract ensures that the involved parties will uphold the strict policies and standards of employee etiquette. A typical consensual relationship agreement includes the guidelines on how love struck staff should behave. In analyzing the case, concepts will be identified in the areas of organizational behavior models of individual, group, and organizational processes how ethical decisions are made, and concepts of individual differences, personality traits, and perspectives. According to Hellriegel & Slocum (2011) the characteristics of a Consensual Relationship Agreement is defined as contract that set boundaries on certain office romance situations. They go as the following:...
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...a relationship? Does an individual have the right to start a relationship with a coworker that they spend eight to ten hours a day with? It seems that it is bound to happen if you spend that much time together. Should an employer be able to control who you can date? We will argue both sides to this question, to see if an employer can control who an employee can and can’t date. Argument for the use of CRA’s In my office there are five people that work in this one office space which has three desks with three computers. Most times we share desks due to the lack of space, desks and computers. I definitely feel that the use of Consensual Relationship Agreements (CRA’s) would be beneficial in our situation. By an employee signing the CRA’s it is basically saying they entered in the relationship freely, consensually and unrelated to the company: the couple is aware of the sexual harassment policy and know how to use it. Finally, they agree to settle any relationship disputes through arbitration, not lawsuit (Employment Practices Solution, 2005). Also, the CRA’s would advise them of acting professionally while in the work area. With more women in the work force, in 2003, women composed 46.6% of the labor force (Amaral, 2003), and the longer hours that everyone works, on the job relationships do happen. Gautier states in the article, that there are several reasons why they have relationships at work. Some of the reasons are because of their similarities with their...
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...them varies from organization to organization. Some businesses and organizations strictly prohibit them in any form or fashion, while others prohibit them when the participants are in certain roles within the organization. Some companies have chosen not to address the issue at all and others are using a more formal method of documenting and mitigating the risk they feel these relationships pose. One of the methods of documenting, and potentially mitigating, this risk is known as a consensual relationship agreement or CRA. In the text that follows I will argue for the use of CRA’s in the workplace. Secondly, I will present a counter argument for the use of CRA’s. Then we will then look at the ethical principles involved in the use of CRA’s. Lastly I will present another option that may be available for addresses these consensual relationships. First, let’s look at what brought about the need for CRA’s. On June 28th, 1914 Gavrilo Princip, of Sarajevo, assassinated the Archduke and heir to the throne of Austria, Franz Ferdinand (Collins, 2008, p. 9). Thirty-seven days later World War I began, and with it, so did what some see as the beginnings of women entering the workplace. The Munitions of War Act of 1915 moved twenty-one percent of Britain’s wives, sisters, mothers and daughters into the workforce (Woolacott, 1994, p. 17). Factory workers became soldiers and the women in their lives became factory workers. By 1941, and the United States’ entrance into World War II,...
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...fixed-income securities.” The term Credit Rating Agency translates to a corporation that rates certain credit risks exposed to the corporate borrowers, therefore it involves the use of money in regards of both Issuing Loans and Borrowing. The main purpose of the CRA is to provide guidance to people who wish to give out loans to borrowers or Vice-versa, as it simply helps those people understand the risks of such measures and what losses they may incur if the borrower defaults on his loan, refuses to pay etc… Therefore the CRA measures how likely a borrower will be able to pay back. Lenders, corporations, and governments use the guidance of CRA’s. A Lender uses the CRA to clear his uncertainty of whether or not his loan will return to him, Corporations and Governments use the CRA to help determine or increase their Capital in the institution. CRA’s are monitored by Task Force Agencies, where they are formed by a committee known as the “Technical Committee of the International Organization of Securities Commissions” Or ISOCO for short. Those Task Force agencies monitor aspects in the CRA such as: * Whether the CRA is disclosing the information about their Rating. * The problems that the CRA faces, which can then be used against them. * Whether there are barriers to entry, and if those barriers create any impact on the CRA. So how do the Credit Rating Agencies know what is risky and what is not? First of all the CRA reviews all information regarding an issuer of a loan...
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...Presidency. During the argument for the use of CRA’s in the workplace, I will explain the pro’s for the agreement. The use of CRA’s will help address unwanted situations that may occur such as harassment, sexual advances, favoritism, and bullying. With the CRA policy in place and enforced there will be less room for mistakes. When you have encountered an individual that attracts you within the workplace guidelines must take precedence. There should be boundaries set to protect both employees due to possible break-ups. Putting a CRA into effect not only provides guidelines for the individuals in a relationship but also for the company and other employees. Some employees may see the CRA as a tool to prevent a hostile work environment. The reality is people in the workplace sometimes get involved. You can’t always pick and choose where you will find your true love. There could be relationships that blossom and develop into a totally happy romance. The workplace is a prime example. When you have a lot of other responsibilities, the workplace maybe your only other means or time to see your counterpart. Being in the same department, the ability to grab a quick lunch or even being able to discuss a similar project at work can ease the relationship and make your workplace romance easier. If you’re having a bad day at work, your partner will know why you’re having a bad and understand why. During the counter argument against the use of CRA’s in your...
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...On the computer you want to use NETFILE: 1 - Insert the portable storage media (e.g., flash drive, USB key, CD-ROM) containing your .tax (and .mrq for Québec residents) files into the proper drive. 2 - Open the Web browser you want to use and log on to the Internet. 3 - Visit the CRA's NETFILE Web site at http://www.netfile.gc.ca/[->0] 4 - Confirm that your Web browser meets the CRA's security standards. You must have a Web browser that has 128-bit secure sockets layer (SSL) encryption and cookies enabled. 5 - Click the Ready to file link, then follow the steps of the CRA's NETFILE wizard. Step 1: Identification Enter your social insurance number, date of birth, and personal access code in the spaces provided. Your personal access code is included in the tax package you received in the mail from the CRA. Each individual must have his or her own access code in order to file a tax return electronically. Spouses cannot use the same access code. If you have not received an access code, call CRA's NETFILE Help Desk at 1-800-714-7257 after February 14, 2011 to get one. Step 2: Attach your return ( .tax file) To meet CRA requirements, TurboTax has saved your return as a .tax file (your .tt10 file will not be accepted!). Use the browse button to navigate to the drive with your storage media and select your .tax file only. Note: Do not select your spouse's .tax file (if you have one), your .mrq file (if you are a Québec resident), or your .tt10 file as the CRA will not...
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...extended periods of time. This has not always been the case. This closeness allows individuals to form likes and dislikes. Over a period of time working together, employees tend to create bonds with one another based on physical, emotional, and socio-economic similarities. It's human nature to become attracted to someone with similar likes. CRA's are needed to thwart charges of favoritism, sexual harassment, preferential treatment (Miller v. Department of Corrections).In this case a warden was alleged to have had concurrent relationships with three subordinate women. One woman reportedly bragged to coworkers that her promotion was secure because "she knew every scar on his body" and could take him down. Two other females brought a sexual harassment claim, alleging that the only way to get promoted was to engage in a sexual affair with the warden. The California court concluded that consensual workplace affairs do not normally constitute sexual harassment, but when "sexual favoritism' in a workplace is sufficiently widespread; it may create a hostile workplace for others. To summarize, a CRA would eliminate the employer from civil liability. CRA's are useful in maintaing the productivity of the company. When there is a actual or perceived relationship between a manager and subordinate, it is human nature to "slack off" job functions. Productivity is lost not only...
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...Consensual Relationship Agreements Leadership and Organizational Behavior 25 October 2012 Introduction:The purpose of this project is to examine the Consensual Relationship Agreement Case StudyIn the job world of today, office romances have become an issues confronted by most employers. Some employers ban all workplace dating, while other employers have nopolicy at all to these issues. Most employers, however fall somewhere in between, with explicit or at least implicit policies that forbid or discourage certain workplace relationships. Consensual relationship policies are an important tool in managing the risk of sexual harassment and discrimination claims. However, they must be thoughtfully created and administered with care With more employees working longer days relationships at work are consistently developing more frequently. Workplace romance may be the only option for employees whose work load limits their outside activities; but for employers, this trend may prove problematic as the potential liability associated with these relationships rises (Wilson, Filosa, et al, 2003). Employers have had to develop new ways to protect not only the company but themselves from this potential disaster. One type of these new policy’s that are being adopted is a consensual relationship agreement (CRA). A CRA is essentially a “contract” in which the romantically involved...
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...pricing adjustments by local and foreign tax authorities. While our focus is limited to the Canadian tax environment, it is critical to recognize that in all international related party transactions, with financial transactions being no exception, the transfer pricing issues include the other tax jurisdictions of the foreign related parties that are involved in the intercompany transaction. As such the transfer pricing legislation in those foreign tax jurisdictions must be considered. It is worth recalling that for most countries, including Canada, the underlying transfer pricing legislation is based on the arm's-length principle. Specifically the transfer pricing methodology, in determining the arm's-length price, is outlined in the CRA's administrative guidelines contained in the Information Circular IC 87-2R, which is essentially to consider the...
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...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...
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...Consensual Relationship Agreement: Will It Work for You? By: Takilya B. Hood Strayer University October 30, 2012 BUS520: Organizational Behavior Dr. Carolyn Birmingham Consensual Relationship Agreement: Will It Work for You? 1 Argue for the use of Consensual Relational Ship Agreement in your current (of future) workplace? In today’s society most companies have women and men employees. Where in modern time women job were too stay home and keep house. But in the 20th century, women are just as capable to do the same job as men or in my opinion even better. Although they both work side by side, having a work environment where men and women work all day can also cause many problems. One problem is interoffice relationship. Think about it you spend most of your time at work nearly 8hrs or more so you take breaks and lunch with your co workers so you get interests from people you associate. Interoffice relationships can lead many companies to several types of harassments, including the following: sexual harassments, verbal harassments, physical harassments, visual harassment, sexual favors even a hostile work environment. These types of harassment would lead to big companies being sued for all types of lawsuit. Because of all the actions within the workplace, company have to look for different methods to make such they are not liable...
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