Consensual Relationship Agreements

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BUS 520 Consensual Relationship Agreements Dr. David A. Holness Introduction: This paper will analyze the concerns of workplace relationships and romance. In order for any organization to work effectively there must be guidelines, and policy in place. Within my current work environment at Williams Paper Company, we have established a consensual relationship agreement. These consensual relationship policies address the concerns of any sexual, unwanted, or harassments towards any employee.

Within this text there will also be an example of why my current work place implemented a consensual relationship agreement. In a consensual relationship between a supervisor and a subordinate, the subordinate often is the recipient of preferential treatment. Employees have asserted claims for sexual harassment based on the theory that they can’t receive the same benefits because they are not “sleeping with the boss. ” However, most courts have rejected this argument because such a consensual relationship disadvantages both male and female employees equally.

The exception, of course, is where a supervisor propositions many employees, and only those who acquiesce receive preferential treatment (www. findlaw. com, 2000). Discuss the Ethical principles involved in the use of CRAs: Many workplace environments have many different diversities of cultured and backgrounds. It is vitally important to have ethical principles and policies. Williams Paper Company does not condone, nor will it tolerate, any form of sexual harassment because it undermines Williams Paper Company mission.

Williams Paper Company provided an environment free from any harassment based upon their race, color, religion, sex, age, marital status, national origins, or handicaps. One of the most important attributes for small business success, is the distinguishing quality of practicing admirable business ethics. Business ethics, practiced throughout the deepest layers of a company, become the heart and soul of the company’s culture and can mean the difference between success and failure (Moment, R. , 2012). Recognizing the significance of business ethics as a tool for achieving your desired outcome s only the beginning. A small business that instills a deep-seated theme of business ethics within its strategies and policies will be evident among customers. Its overall influence will lead to a profitable, successful company. By recognizing the value of practicing admirable business ethics, and following each of the 7 principles, your success will not be far off (Moment, R, 2012). Argue for the use of Consensual Relationship Agreement in your current workplace: There are several things that can impact an organization workplace.

Williams Paper Company is among those companies that must be equipped to address concerns that they may slow down productivity and decrease morale. Personalities, behaviors, and cultures are all a part of the things that can have an impact on the success of an organization. Explanation of Consensual Relationship Agreements Policy: In accordance with Williams Paper Company’s employment policies, the basic criteria for employees will receive explanation of the consensual relationship agreement policy. Williams Paper Company has employed many people with diverse background and cultures.

Therefore it is vital that each manger and supervisors to explain the consensual relationship agreement. With each new hire or rehire individuals, Williams Paper Company has created an orientation program that addresses the important of consensual relationship agreement. The human resource team at Williams Paper Company has each applicant sign and date the consensual relationship agreement policy. However, employers should react cautiously and carefully weigh the pros and cons of the legal and internal, cultural consequences. The law does not exist in a vacuum.

Any policies should rationally bear some correlation between conduct being prevented, the employee’s performance and weighed against the employer’s and employees’ legitimate interests (Greenhouse, 1998). Penalties for the policy: In keeping with the Williams Paper Company philosophy and mission, if an employee has charges of sexual harassment against them, a member of human resources will intervene by obtaining information and contacting the appropriate staff member. Any result of alleged violations of the Williams Paper Company Sexual Harassment Policy an employee will be fired.

Violations of this policy will be treated seriously and with prompt action. If an employee is found in violation of any policy they will be subject to disciplinary action up to and including termination of their relationship with Williams Paper Company. Individual who violates this policy may be removed and barred from Williams Paper Company premises. Williams Paper Company has a zero tolerate policy. Create a counter argument against the use of CRAs in your current workplace: If a manager at Williams Paper Company makes any sexual advances towards another employee unwilling or willing, it is prohibited.

Managers and supervisors are prohibited from fraternizing or becoming romantically involved with one another or with any other employee [employer]. Additionally, all employees, both managerial and non-managerial, may be prohibited from fraternizing or becoming romantically involved with other employees when, in the opinion of the firm, their personal relationships may create a conflict of interest, cause disruption, create a negative or unprofessional work environment, or present concerns regarding supervision, safety, security, or morale ( Kaufman, 2003 ) . Williams Paper Company has training seminars a couple of times annually.

These sessions provide knowledge, understanding, and proper documentation procedures against consensual relationships in a workplace. Morale, however, is like an infectious virus that permeates the atmosphere and soaks up the employee’s positive mental and physical energy. There is no simple solution to remedy lowered morale. In a relationship between two co-workers, resentment may also set in if the two employees socially withdraw from the group and become more secluded. Lack of productivity would most commonly be found amongst the two dating employees. There’s a risk that they may pursue the relationship on company time (Wilson, R. Fennel, 2003). Conclusion: Williams Paper Company value each of their employees, however they want to ensure that their mission, and standards are fully executed within the company. A well drafted policy should not penalize employees for lawful activities outside the workplace. However, it should warn against potential dangers of workplace romance. It should also educate its employees and put into place a strategy for dealing with any conflicts so as to minimize or eliminate any potential for sexual harassment and/or discrimination claims (Greenhouse, 1998).

The combination of a gender-mixed workforce and time spent at the workplace has the effect of conjuring up human emotions that often give birth to romance between co-workers and between subordinates and their supervisors. This may have significant consequences in the workplace (Kaufman, 2003). A relationship between a supervisor and subordinate presents some legal issues (Wilson, R. & Fennel, 2003). Williams Paper Company does not have the time, money and man power to spend on unnecessary legal issues as a result to sexual harassment. Reference Kaufman, B. E. & Hotchkiss, J. L. 2003. Economics of Labor Markets, The (6th ed. ). Mason: Thomson South-Western. Regulating Workplace Romances (2000) Find law. Retrieved from www. library. findlaw. com Wilson, R. , Filosa, C. , & Fennel, A. 2003. Romantic Relationships at Work: Does Privacy Trump the Dating Police? Defense Counsel Journal, 70: 78. Greenhouse, S. 1998. Companies Set to Get Tougher on Harassment, The New York Times: 1. New York. Moment, Robert (2012). ” 7 Principles of Admirable Business Ethics”. Founder of The Moment Group. Retrieve from www. sbinformation. about. com

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