...Consensual Relationship Agreements Consensual Relationship Contracts are often referred to as “Love Contracts.” These contracts are fairly new and have only recently been introduced into the workforce; they date back approximately to six or seven years ago. (Kellog forum) A consensual relationship agreement (CRA) is a written contract in which many companies are now presenting to employees who are romantically involved, within the same company. The contracts are often presented by human resources and the parties involved are asked to voluntarily sign them. Not to only protect the companies interest but the employees as well. The “Love Contracts” are being implemented by companies to assure that company policies and company conduct ethics are not breached by the romantic involvement between two of its employees. Workplace romances and relationships are becoming more commonplace as work hours are becoming longer and the concept of “team building” is become more widespread in the workforce. Most companies at some time used to have policies that prohibited interoffice dating. Now many experts warn against such policies stating that the outcome often concluded with employees rebelling against the policy and dating for the thrill. (Hellriegel, Slocum 65) Corporate culture had to become more flexible due to the change in the dynamics of their employees. In an environment where individuals with common interests are working in close proximity for 40 or more hours per week, an office...
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...Consensual Relationship Agreement Leadership and Organizational Behavior January 22, 2012 Abstract In today’s fast paced society women and men spend nearly forty percent of their week in the workplace. Due to the time spent working together; many workers generate a common interest in one another, therefore leading to workplace romance. Many companies protect themselves and their workers with Consensual Relationship Agreements or CRA; a CRA is a written contract in which romantically involved partners acknowledge workplace policies regarding romance. The CRA is confirmation of their relationship being voluntary and consensual; ensuring that the statutes of the relationship does not affect the dynamics of the workplace ethical infrastructure. Both parties agree to abide by the employers antidiscrimination, anti-harassment, and workplace conduct policies. Many employers and employees find that CRAs can be both beneficial and detrimental in the workplace; affecting personal relationships, workplace infrastructure, and productivity. There are several benefits that CRAs provide in today’s workplace not all companies have policies in place but they are beneficial to productivity. Consensual Relationship Agreements create boundaries for workplace relationships and legally binds employees to behave in a professional manner. A majority of companies do not have any policy in place. The dynamics of the workplace was jeopardized because several people dated romantically. This...
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...Consensual Relationship Agreement Amy Marie Bauer Dr. Annette M. West Bus 520 Leadership and Organizational 26 January 2013 Consensual Relationship Agreements Case Study Argue for the use of the Consensual Relationship agreement (CRAs) in your current (or future workplace. Never mix business with pleasure is a saying that I commonly hear. Judging from a survey from 2003, the majority of supervisors and executives would agree with that statement. 81% of human resource professionals and 76% of executives said workplace romances are dangerous because they can lead to conflict within the organization (Lyrem, 2003, p. 1). As a result of these findings, Consensual Relationship Agreements, which are also called love contracts, could be an important tool used to address potentially offensive behavior from parties involved in dating and relationships. Offensive behaviors include kissing, hugging, winking, verbal affection, and hostile language or speech (Hellriegel & Slocum, 2011). If offensive behavior was to occur, it could dramatically lesson the effectiveness of employees. In workplace settings, certain inappropriate behaviors could limit the ability of workers to perform efficiently. A Consensual Relationship Agreement (CRA) is essentially a written “contract” in which the romantically involved parties acknowledge the following: Their relationship is voluntary and consensual, they agree to abide by the employers anti-discrimination , anti-harassment, and workplace...
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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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...Consensual Relationship Agreements: A Case Study Zachary -- Dr. Kimberly A Carter BUS520 Leadership and Organizational Behavior April 22, 2012 Consensual Relationship Agreements: A Case Study Introduction A consensual relationship agreement is a written contract between coworkers used by their employer to publicly disclose a romantic relationship. The purpose of this contract is to protect the employer from future litigation in the event that the said relationship goes bad or to address office favoritism in play of a romance between superiors and subordinates. Some may argue that the agreements provide legal protection for all parties involved; others may feel that their employer has no right to meddle in their private lives. While there are alternatives to these “love contracts,” most companies do adopt some policy on workplace romances in order to abide by ethical principles and avoid costly lawsuits and hostile work environments. Arguments for consensual relationship agreements A 2004 survey by Human and Legal Resources interviewed over 1,000 workers in the United Kingdom of which 66% claimed to have participated in workplace romances (Easen, 2004), of which some have become long term relationships and even marriages. While there are many who, in attempts to keep their professional and private lives separate, choose to keep their relationships a secret from others in the workplace, in the event the relationship is revealed the couple may be asked to sign...
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...themselves and their workers with Consensual Relationship Agreements or CRA; a CRA is a written contract in which romantically involved partners acknowledge workplace policies regarding romance. The CRA is confirmation of their relationship being voluntary and consensual; ensuring that the statutes of the relationship does not affect the dynamics of the workplace ethical infrastructure. Both parties agree to abide by the employers antidiscrimination, anti-harassment, and workplace conduct policies. Many employers and employees find that CRAs can be both beneficial and detrimental in the workplace; affecting personal relationships, workplace infrastructure, and productivity. There are several benefits that CRAs provide in today’s workplace not all companies have policies in place but they are beneficial to productivity. Consensual Relationship Agreements create boundaries for workplace relationships and legally binds employees to behave in a professional manner. A majority of companies do not have any policy in place. The dynamics of the workplace was jeopardized because several people dated romantically. This caused a loss of productivity because there was nothing to ensure that favoritism didn’t occur, or that employees maintained professionalism when dating in the business environment, and to procure documentation to protect employees in cases of resentment. Most companies now have policies against supervisors and managers engaging in relationships with subordinates; the CRA will...
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...Assignment #1 – Consensual Relationship Agreement Tammy Cochran Leadership and Organization -BUS 520 Dr. Reeley October 26, 2012 Abstract Consensual Relationship Agreements are common among many corporations or companies addressing workplace romance. In today's work place, romances and the related topics of sex and privacy have become important issues confronted by most employers. With more employees working longer days and spending so much time together on the job, romantic relationships are developing more frequently. Workplace romance may be the only option for employees whose workload limits their outside activities, but for employers, this trend may prove to be a problem as the potential liability associated with these relationships rises. Some organizations ban all workplace dating, while other employers have no policy at all to address these issues. Some companies now, find policies as being favorable and others find it to be harmful to the workplace output. The research has concluded that CRAs are more often a waste of time and are more pushy then helpful. Most organizations fall somewhere in between, with precise or at least unspoken policies that prevent or discourage certain workplace relationships. The workplace is for work not romance and if a relationship does come about it should be kept separate and should not have an effect on the workplace. According to Hellriegel & Slocum (2011), A Consensual Relationship Agreement (CRA) is essentially...
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...Consensual Relationship Agreements Case Study Strayer University Leadership and Organizational Behavior Consensual Relationship Agreements Case Study 1. Argue for the use of Consensual Relationship Agreements (CRAs) in your current (or future) workplace. A consensual relationship agreement, according to DeMaria, is an agreement that “requires both individuals to acknowledge the following: the relationship is voluntary and consensual; they understand the company's policy against harassment; they will keep the relationship discreet to avoid claims of favoritism, and they will both conduct themselves professionally at work if the relationship comes to an end” (2011, p. 19). If two adults with common interests meet and are attracted to each other, they are likely to date. They can’t help that the workplace is where they meet. I think enforcing the use of consensual relationship agreements in my future workplace is a good idea. It would be a benefit to the company because it will protect both the company and all involved parties from a potential lawsuit should the relationship turn for the worse. Encouraging employees who date to sign a consensual relationship agreement, also known as a love contract, in my future workplace could be seen as an added benefit to working with the company. The company would be protected against a sexual harassment lawsuit because it was properly documented that the relationship was consensual and the sexual harassment policies were thoroughly...
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... romance between co – workers. This may have significant consequences such as court trials, job insecurity and low morale. This paper will emphasis the importance of Consensual Relationship Agreements. A well drafted CRA works as a shield between employees and an organization. This paper will discuss the arguments against Consensual Relationship Agreements as well. BUS520 Consensual Relationship Agreement case study 1 Introduction Consensual Relationship Agreement, “the legal name for the love contract” was introduced in 1998, in the wake of expensive court trial of former U.S. President Bill Clinton and his white – house intern Monica Lewinsky, as employers grew cautious of the legal implication of workplace romances ( Selvin, 2007, para.9). According to HRM, a comprehensive document such as Consensual Relationship Agreement is needed to avoid an organization and employees from diverse circumstances. Q1 Argue for the use of Consensual Relationship Agreements in your current or future workplace. 1. Professional code of conduct Radiations of such intimate relationships influence the attitudes, values and productivity potential of employees. The CRA legally binds the romantically involved employees to professional & fair standard of corporate...
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...CONSENSUAL RELATIONSHIP AGREEMENTS: LOVE CONTRACTS When we think of work its’ connotation leads us to think of our way of life. It’s our way to make money, keep a roof over our heads, as well as put food on the table. Over time, through many studies, it has become a known fact that America is one of the most work-oriented nations in the world. Americans have a reputation for spending more time at work than we do at home. With that in mind, why is finding love in the workplace considered something that would not, could not, and should not be done? According to a study published in the L.A. Times (2007), 43 percent of Americans admit to dating someone from their place of employment. There used to be a time when dating at work was considered taboo and was even forbidden by many companies. Presently, more companies are beginning to view the subject differently and allowing dating inside the companies under certain guidelines. The most common guideline these companies employ is known as a, Consensual Relationship Agreement which is also known as a love contract or a CRA. A CRA ensures that both parties have entered into a relationship voluntarily and consensually. WHY USE CONSENUAL RELATIONSHIP AGREEMENTS Consensual Relationship Agreements are beneficial for almost any work environment. According to the L.A. Times, (2007)Consensual Relationship Agreements are a type of contracts that shield employers from liability if intimacy later congeals into a sexual harassment lawsuit...
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...520: Consensual Relationship Agreements Case Study Assignment I Angela Denise Nelson Danielle Camacho BUS 520: Leadership and Organizational Behavior July 22, 2012 Workplace relationships will eventually occur as employees of all interest and backgrounds are put into a melting pot. Some say that the workplace has become the new singles bar. Also, the workplace has become a place for extramarital affairs and some same sex relationships. As people share common interest, attractions occur, eventually leading to a relationship. It is important for employers to realize that workplace relationships are going to occur and to have policies set in place. It is not a suggested practice to forbid workplace relationships, but it is necessary to maintain the integrity of the organization and to maintain a functional office environment. Unfortunately, workplace relationships can lead to accusations of poor judgment, breach of ethics, favoritism, lost of productivity, poor employee morale, sexual harassment claims and workplace violence. Consensual relationship agreements or “love contracts” should no be used as the sole means of protection from litigation, they should be used to supplement a business’s antiharassment policy, and other legalities that may occur upon the demise of the relationship. Consensual relationship agreements are written contracts in which employees involved in a workplace relationship and...
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...Workplace romance is defined as a mutually desired relationship that includes physical attraction between two members of the same organization. Workplace romance is consensual and mutually welcomed (Clarke 2006). More specifically, as with other romances, workplace romances are characterized by desiring to be with the other person and feelings of emotional and physical attraction, which may lead to a sharing of personal information, mutual caring and respect, and quite likely sexual behavior such as touching, kissing and hugging, and sexual intercourse (Pierce, Byrne, and Aguinis 1996). Consensual relationship agreements, in my opinion, are a good idea for the workplace. They help ensure that even if a relationship goes bad between a person of authority and a subordinate, no one will be held legally liable. Signing a consensual relationship agreement does not cause either party to waive all of their rights regarding sexual harassment or other wrongful behavior that might evolve at a later date. However, it may include an arbitration provision. If any adversarial action is later contemplated, the matter must be resolved through arbitration proceedings and not the public court system. This has been an issue many times in the past with co-workers fraternizing with each other and later filing lawsuits because the relationship did not work out as planned. Consensual relationship agreements are just an ingenious way of protecting both parties from any legal woes that...
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...Assignment 1: Consensual Relationship Agreements Case Study Diane Jackson Dr. Yemer, H. Leadership and Organizational Behavior - Bus 520 January 23, 2013 Consensual Relationship Agreements Argument For Workplace romances can lead to accusations of poor judgment, breaches of ethics, favoritism, lost productivity, poor employee morale, sexual harassment claims and even workplace violence. Such concern has led an increasing number of companies to institute "consensual relationship agreements," also known as "love contracts." (Kurtz, 2012) People dating each other in the workplace can wreak havoc on an organization, especially a small organization. Attitudes toward workplace romance are changing -- at least for millennial employees. A whopping 84 percent of workers ages 18-29 say they would have a romantic relationship with a co-worker, compared to just 36 percent of Generation X workers (ages 30-46) and 29 percent of Boomers (age 47-66), according to a recent Workplace Options survey. And 40 percent of Millennials say they would have no problem dating their supervisors (compared to just 10 percent of older generations). More than one-third of employees aren’t sure if there’s a company policy about dating at the office. If your business doesn't have such a policy, it’s time to consider it. Nearly half the employees surveyed say office romances are going on at work, and even if they don’t care, you need to be concerned about sexual harassment charges and complaints...
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...Consensual Relationship Agreement Despite their imperfections, love contracts can help protect employers from exposure to employment discrimination lawsuits, including the ever-growing flood of retaliation claims, which rose to the No. 2 charge filed with the U.S. Equal Employment Opportunity Commission (EEOC) in 2007. Problems with love contracts can be minimized if they include: • A reference to or recitation of the company’s sexual harassment policy and an acknowledgment that the employees are familiar with the policy. • An affirmation that the relationship is consensual and freely entered into, and that each employee agrees to waive the right to assert a claim for sexual harassment for any conduct by the other prior to the signing of the contract. • A statement that the employees will not seek or accept a position where one reports to the other. • An agreement, if one of the employees already supervises the other, that the supervisor will be removed from any decision-making authority over the subordinate. • An agreement that any dispute arising from the relationship or the contract will be resolved through mediation, an intra-company dispute resolution procedure or arbitration. • A recommendation that employees consult an attorney before signing the contract. • An admonition that dating employees are expected to follow certain guidelines, such as professional behavior at work and refraining from displays of affection at work. • A confirmation that each employee...
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...either observed or been involved in a romantic relationship at work. 1. The Problems with Employee Dating Even though romantic relationships in the workplace are common, employers have legitimate reasons for concern about employee dating. The biggest fear is a sexual harassment lawsuit arising from either: 1) a supervisor who has a habit of asking subordinates out on dates; 2) an employee who files a lawsuit after a consensual relationship goes sour; or 3) the perception of co-workers that a supervisor is playing favorites with his or her "significant other." Sexual harassment laws prohibit "unwelcome" sexual advances. Therefore, the participants in a truly "consensual" relationship cannot prove sexual harassment. The difficulty for the employer is proving that the relationship was consensual. Often, an employee will argue that he or she was an unwilling participant in a relationship that merely appeared to be consensual. Even a consensual relationship, if it goes sour, can result in unwelcome advances, stalking, or other predatory conduct. 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...
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