Consensual Relationship Agreements
Dr. Damita Goods
October 28, 2012
Argue for the use of Consensual Relationship Agreements (CRAs) in your current (or future) workplace. Create a counter argument against the use of CRAs in your current (or future) workplace. Discuss the ethical principles involved in the use of CRAs. Create at least one other option besides CRAs that would address workplace romances.
Argue for the use of Consensual Relationship Agreements (CRAs) in your current (or future) workplace
It can be assumed that 41% of single employees will become romantically involved with a co-worker in the course of one’s career. Research shows that it is more likely for co-workers to become romantically involved than finding a relationship outside of the work place. With romantic relationships are on the rise within the work place, employers turn to the consensual relationship agreements or “love contracts” for guidance. When employees start dating, this document is presented to the individuals to be signed by both employees and management. This is an acknowledgment of their relationship. The signed CRA is a statement stating that the relationship is consensual and under no circumstances will it interfere with their job performance. It also reinforces the employer’s sexual harassment prevention policy by the manager reaffirming the company’s policies and handing them the sexual harassment booklet. If and when the relationship should end, this agreement states that either party will seek arbitration opposed to filling a sexual harassment grievance. The consensual relationship agreement, if done properly, will almost eliminate a legal action if one party decides to claim that the relationship was unwelcomed after the parties end their relationship. It is also used to help manage the risk of sexual harassment claims. By both parties signing this agreement, it will raise the question...