Consensual Relationships

Consensual Relationship Agreements

Melissa Harris

1/27/2013

Professor Reeley

BUS520

Organizational Behavior 

Among the number of workplace suits for wrongful discharge, the number of sexual harassment cases equally cost a company excessive amounts in litigation fees. Office romances are bound to happen in any industry, and if things turn sour within the relationship it tends to affect the workplace. Employers are seeking ways to minimize their liability when it comes to workplace relationships. (Janet Kidd Stewart, 1998) Most companies have policies regarding supervisors dating subordinates rather than an overall policy on employee dating. A new workplace policy called the consensual relationship agreement (CRA) is being implemented to reduce the number of false harassment cases filed against companies. A CRA is a contract between two parties acknowledging the following (Hellriegel & Slocum, 2011. p 65):

• Their relationship is voluntary and consensual.

• They agree to abide by the employers anti-discrimination, anti-harassment, and workplace conduct policies.

• They promise to report any perceived harassment to management, if it occurs.

• They agree to behave professionally and not to allow the relationship to affect their performance.

• They agree to avoid behavior that offends others in the workplace.

• They agree not to engage in favoritism.

At the moment a CRA is presented it may seem futile because neither party knows the future of their interaction, nor at best, either party wouldn’t expect things to become unruly. In any situation, always be prepared for the unexpected and as men and women know, relationships are very unpredictable. So, to protect both parties of any false sexual harassment accusations against one another, the CRA should be explained and signed by both individuals.

I completely support the implementation of the consensual agreements because it’s aimed to reduce friction and it makes both employees aware of how their relationship could affect each other as well as the potential negative affect the workplace environment. Employee relationships can quickly go from being a private personal matter to a public display at the office. Say for instance an unresolved at home argument becomes transpired at work the following day and both parties are required to collaborate on a project and meet jointly with their teammates. It can be difficult for either party to act as though everything is alright and it becomes apparent to their