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Consensual Relationship Agreements

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Consensual Relationship Agreements
Strayer University
Robert Guest
Dr. Larry Hughes
BUS520

In many and most large organizations the possibilities of a relationship is a very real situation. Spending at least most cases 40 plus hours a week which is more than most individuals spend at home or out looking for relationships gives a person the ability to create closer relationships with the opposite sex at the work place then it would anywhere else. Because of this there have been many opinions on whether or not to make the use of Consensual Relationship Agreements a standard practice among the work place. In today’s workplaces many organizations either prohibit or sway against any romantic engagements with other employees within their workplaces however, there are other companies that tend to let it happen and look the other way. According to the Society for Human Resources Management had no policy regarding the workplace relationship (Hellriegel & Slocum, 2010). This was until the adoption of the Consensual Relationship Agreements that turned into a contract for employees to ensure they are not allowing any workplace relationships reduce the efficiency of their work and also to protect the organizations from any legal issues that may arise from the involvement of employees and the possibility of bad breakups from relationships. A Consensual Relationship Agreement is an contract between a employee and management that states that the employee will not allow any relationship in the workplace to get in the way of or impact the work environment. According to a survey nearly half of the employees have either stated that they were witness to or part of a relationship that was started and evolved in the workplace (CONSENSUAL RELATIONSHIP AGREEMENTS, 2012). In some cases it can be argued that the need for a Consensual Relationship Agreements is necessary to ensure that a workplace working efficiently and professionally. One of the main reasons that these organizations are choosing to add the Consensual Relationship Agreement to their policies are because of possible sexual harassment litigations. According to the Equal Employment Opportunity Commission records, “Complaints of sexual harassment in the workplace have more than doubled in the past six years, from 6,883 in fiscal year 1991 to 15,589 in fiscal year 1997 (Hansen, 1998)”. While sexual harassment complaints have dropped in the last 10 years, they've started creeping back up, from 12,025 in 2006 to 12,510 last year in the last poll in 2008. In some cases companies are utilizing not only the Consensual Relationship Agreements but also attaching copies of sexual harassment policies as well. This is allows wither parties to review the policy and claim any inappropriate actions prior to the Consensual Relationship Agreements being signed. In addition to legal ramifications there are other cons to having a relationship at work that. One is the discomfort of two employees working together that are no longer in a relationship. “We wouldn't work together for a few days and when I'd finally start to feel better about everything, we'd have a shift together and all of those feelings would come rushing back,” she said. “Sometimes in the beginning I'd get so upset that I'd have to take a break and I'd cry (Delaman, 2012)”. By altering the patterns or the feelings of an employee not can it just cause discomfort, but it also cause larger issues as well. Issues such as increasing absenteeism rate, employees requesting for different shifts, and ultimately retention as they may possibly leave the company due to the former relationship become a hostile work environment. A hostile work environment can occur from many situations. Employees who held a relationship and no longer do can have parties that use verbiage of the sexual nature to try to persuade the other into actions that are unbecoming of the work environment. A hostile work environment is described as “when an employee is subjected to comments of a sexual nature, offensive sexual materials, or unwelcome physical contact as a regular part of the work environment (Hellriegel & Slocum, 2010)”. This regardless of a Consensual Relationship Agreements could be considered harassment and if not handled quickly can lead to legal actions. Although some companies think that having a Consensual Relationship Agreements is necessary, others argue that it is not needed and in turn can backfire on the organization. “According to a 2007 study by SnagAJob.com, 72% of men and 60% of women are interested in a coworker (Delaman, 2012)”. Another benefit is the ability to spend more time together and be more productive. Whether is discussing a project over a meal or sitting at how it can help productivity.
Not everyone agrees. Consensual relationship agreements are just another case of "overlawyering," says Mark Toth, a Manpowers North Americas Chief legal officer. "It forces employers to become the love police, consistently enforcing who's dating whom," Toth says (Habkik, 2010).
Other critics find that Consensual Relationship Agreements are intrusive to a relationship and it allows for an employer to become too close to the employees personal life. Because of this reasoning it is important to take a look at the ethical intensities and principles that are involved with adopting a Consensual Relationship Agreements into an organization.
Looking at a Consensual Relationship Agreements on an ethical stand point an employer or leader need to realize the difference for those whom are in a relationship. For many leaders that two of their employers are in a relationship they may look at them different or oversee them more them others. This would single them out for a un-bias reason just because they are in a relationship rather than the work they are doing. Keeping a person’s personal life silent and discreet is the option of the two parties according to some critics (Grasz). Although the company has the right to act upon their ethic principles as well such as the ability to prevent any issues that can oppose the policy and procedures of the company that would reduce the efficiency of the organization and jeopardize other the employees have their ethical rights as well.
Many corporations focus on the use of the Consensual Relationship Agreement but very few look beyond the controversial opinions of them and look for another solid solution to resolve the long time issue of work place relationships. One option to reduce the need for Consensual Relationship Agreements would be just to ban it all together. This would give the ability to the employee to ensure that all relationships stay private and are not affecting the workplace at all. This is not to say that some employees may engage in a relationship however, this would ensure that they are keeping their relationship outside the workplace. The second benefit with this policy would be the safe guard of the employers. The employees per their companies HR code of conduct policies would stat clearly that there are no relationships allow and if one does they have the legal right to terminate the employee. In addition, if any sexual harassment charges open they have the ability to protect themselves in court by provide them with their policy and the corrective actions take upon breaking their policies. Another option is similar to the military policies on relationships with fellow military personal. They hold a strict policy that dating is allowed however it would need to be in the same pay grade. This meaning an Officer which in the business work would be considered management could not engage in a relationship with a non-commissioned officer or in civilian terms non-management employee. “The gist of this offense is a violation of the cust;om of the armed forces against fraternization. Not all contact or association between officers and enlisted persons is an offense. Whether the contact or association in question is an offense depends on the surrounding circumstances. Factors to be considered include whether the conduct has compromised the chain of command, resulted in the appearance of partiality, or otherwise undermined good order, discipline, authority, or morale (Powers)” is a general breakdown for what is described in the Uniform Code of Military Justice. By creating guidelines that increase the ability to understand and regulate relationships and embrace those relationships that are within the workplace will allow for a better relationship not only for the employee and employer but help increase productivity. By reducing the amount of relationships that consist of leadership and employee help with reducing the about of favoritism that may be in questions around the office. In closing within workplaces many businesses either prohibit or sway against any romantic engagements with other employees within their workplaces however, there are other companies that tend to let it happen and look the other way. Regardless of the actions the employers make or even the employees it is the importance that all of them understand and follow their companies wishing when it comes to utilizing specific policy and procedures that affect relationships.
Ensuring that their companies are being more protected is the main goal, but in addition the happiness of others brings smiles and makes coming to work easier every day. “In case you are attracted to someone in the office, think carefully how much you feel for him/her. If you really think that the relationship has to be taken further, be sure that you both agree that in office, the relationship between the two of you will be strictly professional. It may seem absurd, but it would be wise to consider if working together would be possible in case the relationship does not work out”.

CONSENSUAL RELATIONSHIP AGREEMENTS, (2012, 01). Consenual Relationship Agreements. StudyMode.com. Retrieved 01, 2012, from http://www.studymode.com/essays/Consenual-Relationship-Agreements-898217.html
Delaman, G. (2012, 28 Ma). The pros & cons of work relationships. Retrieved from http://hercampus.com/love/dating-hooking/pros-cons-work-relationships
Grasz, J. (n.d.). Forty percent of workers have dated a co-worker, finds annual careerbuilder.com valentine’s day survey. Retrieved from http://www.studymode.com/essays/Consensual-Relationship-Agreement-Consensual Relationship Agreements-764789.html
Habkik, D. (2010, 05 13). Hooking up at work Retrieved from http://www.thedailybeast.com/newsweek/2008/05/13/hooking-up-at-work.html
Hansen, M. (1998). Love's labor laws. ABA Journal, 84(6), 78.
Hellriegel, D., & Slocum, J. W. (2010). Organizational behavior. (2011 Customer Edition ed.). Mason, Oh: Cengage Learning

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