Consensual Relationship Agreements Essay Example

desired outcomes. If a small business incorporates a strong commitment to business ethics into its strategies and policies, customers will easily notice it. This overall influence will result in a profitable and successful company. By understanding the worth of practicing commendable business ethics and adhering to the 7 principles, success can be achieved (Moment, R, 2012). Support for implementing a Consensual Relationship Agreement in your current workplace: There are multiple factors that can influence a workplace within an organization.

Williams Paper Company acknowledges the importance of addressing factors that may hinder productivity and lower morale. This includes considering personalities, behaviors, and cultures within the organization. The Consensual Relationship Agreement policy at Williams Paper Company is designed to promote clarity and understanding among employees. It is provided as part of the company's employment policies, ensuring that all employees are educated about the policy. Williams Paper Company values diversity and has a workforce comprised of individuals from various backgrounds and cultures.

Therefore, it is crucial that every manager and supervisor at Williams Paper Company explains the importance of the consensual relationship agreement. To address this, a new hire or rehire orientation program has been created by the company. The human resource team ensures that each applicant signs and dates the consensual relationship agreement policy. Nevertheless, employers must exercise caution and thoroughly consider both the legal and internal cultural consequences.

According to Greenhouse (1998), policies should establish a logical connection between prohibited actions, employee performance, and the legitimate concerns of employers and employees. Given Williams Paper Company's values and goals, any accusation of sexual harassment will be promptly addressed by our human resources department. They will collect information and reach out

to the accused staff member. If an employee is found responsible for violating our Sexual Harassment Policy, termination will be enforced. We view violations of this policy as significant matters that require immediate resolution.

Any employee who violates company policies may face disciplinary action, potentially resulting in termination from Williams Paper Company. Furthermore, individuals who breach this policy may be expelled and denied access to the premises. It is crucial to note that a zero tolerance policy is strictly upheld at Williams Paper Company. To present an opposing viewpoint on workplace CRAs, it is essential to highlight that any form of sexual advances made by a manager towards an employee, irrespective of consent, are forbidden.

According to Williams Paper Company's policy, managers and supervisors are prohibited from engaging in personal or romantic relationships with each other or any other employee. Similarly, all employees, regardless of their position, may be restricted from having personal or romantic relationships with colleagues if it could potentially cause conflicts of interest, disrupt work, create an unprofessional environment, or raise concerns about supervision, safety, security, or morale (Kaufman, 2003). To prevent consensual relationships in the workplace, the company conducts training seminars several times a year to educate and inform employees about appropriate procedures and documentation.

Low morale is akin to a contagious virus that pervades the environment, draining employees of their positive mental and physical vitality. Addressing diminished morale is not a straightforward task. Additionally, when two colleagues withdraw socially and isolate themselves from the group, resentment may develop. Decreased productivity typically occurs among these two individuals in a romantic relationship.

There is a potential risk that employees may pursue workplace relationships during company

hours (Wilson, R. Fennel, 2003).

Conclusion

Williams Paper Company values all its employees and aims to enforce its mission and standards effectively. While a well-written policy should not punish employees for legal activities outside of work, it should also provide guidance on the potential hazards of romantic involvement in the workplace.

According to Greenhouse (1998), a company should educate its employees and establish a strategy to handle conflicts in order to minimize or eliminate the occurrence of sexual harassment and/or discrimination claims. Kaufman (2003) highlights that the combination of working closely with colleagues of different genders and spending time together at the workplace often leads to emotional connections and potential romances, which can have significant consequences in the workplace. Additionally, Wilson and Fennel (2003) point out that a relationship between a supervisor and subordinate raises legal concerns.

Williams Paper Company does not have the resources - time, money, and manpower - to deal with unnecessary legal issues that arise from instances of sexual harassment.

Reference

1. Kaufman, B. E. & Hotchkiss, J. L. 2003.
2. Economics of Labor Markets, The (6th ed.). Mason: Thomson South-Western. Regulating Workplace Romances (2000)
3. Find law. Retrieved from www.

The text below is already very short, but I canit as follows:

FindLaw's online library: Wilson, R., Filosa, C.

, ; Fennel, A. 2003.

Robert Moment, founder of The Moment Group, discusses the "7 Principles of Admirable Business Ethics" (2012). The information can be found on www.sbinformation.

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