Bus 520 - Consensual Relationship Agreements

Consensual Relationship Agreements

Heather East

Strayer University

BUS 520

January 26, 2013

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

A consensual relationship agreement is a workplace policy regarding romances among employees. Should an organization choose to adopt a CRA policy, it may benefit by decreased sexual harassment claims, reduction in favoritism claims, and increased knowledge of company policies (Tyler, 2008). Although some might disagree with the use of a CRA policy, we may argue those opinions with the benefits that may result. With long work hours employees are more apt to socializing with their colleagues and further developing outside relationships and perhaps consensual romantic relationships (Kulik, 2004). In the instance that a relationship fails, an employee may allege that they were forced into a relationship, which opens the door for a sexual harassment issue. A company would be safe-guarded from such claims if a CRA is signed once the relationship begins. A signed CRA would indicate that the employees entered into the relationship consensually and voluntarily (Hellriegel & Slocum, 2011).

This issue is not limited to the US and appears to be very common in other countries. In the UK, corporations have begun to introduce "love contracts", according to Nick Easen. Eason states, "A typical consensual relationship agreement can include guidelines on how love-struck staff should behave, including the need to limit displays of affection and safeguard corporate secrets". The main reasons that corporation's desire CRS's is setting up safeguards against lawsuits, production issues and favoritism. As outlined in the case study typical reasons for CRA's is to have proof of the relationship being voluntary to decrease sexual harassment risk, this can also sometimes include favoritism.

In regards to legal matters pertaining to office romances, there are issues related to favoritism, production, gossip, distraction and the possibility of other employees being affected by the relationship. A CRA can specifically outline that although the relationship is being accepted, it may not be displayed or flaunted during work hours and there could consequences if the relationship has any negative impact on the company. Prohibiting dating in the workplace altogether, though straightforward and perfectly legal, is not a recommended approach. The reality is that many people meet and date at work and it's also true that sometimes these relationships work out; a recent survey by the American Management Association showed that 44