The Presence of Intimate Relationships on the Job

Abstract

The presence of intimate relationships on the job is not uncommon. For decades, employees have been engaging in such relationships due to the fact that more time is spent on the job than with family. In the past employers have neglected to put policies in place that would protect them when “office relationships” come to the forefront. In an effort to cover themselves, some Human Resource Departments have implemented the use of Consensual Relationship Agreements (CRA). This paper will address the argument, for, against, and ethical principles regarding the use of CRA.

Argue for the use of Consensual Relationship Agreements (CRAs) in your current (or future) workplace.

According to a survey by Vault.com, an online career center, 47 percent of the 1, 000 professionals surveyed had been involved in an office romance, and another 19 percent would consider it. Of those individuals who had a romance, 11 percent had dated their managers or another manager (Hellriegel & Slocum, 2011). No matter how many training sessions or awareness workshops they conduct, companies still find themselves facing sexual harassment claims. Alarmingly, claims keep going higher up the chain of command, hitting CEOs. When such suits reach top executive, it’s not just a department in trouble, but the entire company itself (Flynn, 1999).

The use of Consensual Relationship Agreements are extremely important to implement especially in cases where a subordinate and a superior “hook up”. CRAs also referred to as Love Contracts, does three things to ensure the parties involved are covered. First, it restates the voluntary nature of the relationship (Flynn, 1999). Secondly, it affirms that the parties will use the company’s sexual harassment policies if a problem arises, and it confirms the existence of those policies and procedures. It also states that if the policies aren’t used, it’s fair to assume there isn’t a problem (Flynn, 1999). Thirdly, the parties agree if work-related disputes arise, they’ll resolve their differences using Alternative Dispute Resolution (ADR) rather than resorting to the courts (Flynn, 1999).

Prior to enrollment in this class there was never any mention of Consensual

Relationship Agreements at my place of employment. Since day one we have always been encouraged to stay far away from engaging in those type of activities. Despite the fact that relationships among employees is pretty much forbidden, It still manages to occur often. In thinking retrospectively regarding this matter, the creation and or signing of a document like this may have prevented those relationships from going sour in such a public manner. It would have also prevented the male employees that were involved on two occasions from facing termination due to sexual harassment claims. When you first hear