Assignment 1: Csr

In: Business and Management

Submitted By keldanye74
Words 1538
Pages 7
Consensual Relationship Agreements Case Study
Professor John Mitchell
Lithonia Campus
BUS 520 – Organization and Leadership
October 30, 2012
Strayer University

Abstract

This paper will discuss Consensual Relationship Agreements in the workplace. Within the paper, I will argue for the use of CRAs in the workplace by explaining the benefits. I will also present a counter argument against the use by explaining the cons. Ethical principles and other options are also discussed.

Argue for the use of Consensual Relationship Agreements (CRAs) in your current (of future) workplace.
Office romances are almost inevitable when you place people with the same interest together for more than 40 hours a week. These relationships may form between co-workers on the same level, as well as subordinate and manager. Let’s think about this. What happens if this relationship ends on bad terms? The subordinate can state that they were coerced into the relationship. This situation will definitely be a liability to company, opening it up to litigation concerning harassment. In order to mitigate this situation, it would be beneficial for a company to consider having Consensual Relationship Agreements (CRA). A CRA is a written contract in which the parties involved acknowledge that the relationship is consensual and voluntary. The parties understand that they have to remain professional and not allow the relationship to affect the performance. They also agree to avoid behavior that offends others in the workplace and to report any perceived harassment to management. The development of a well drafted agreement will assist in eliminating sexual harassment and favoritism allegations in the workplace, as well as limit the liability a company may face. CRA’s may appear intrusive, so it is up to the employer to detail the how it will benefit all parties. The employer…...

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Assignment 1: Csr

...employer can explain the need for the CRA and how it protects the employer from litigation for sexual harassment. They should also explain how it not only protects the employer, but the individuals involved in the romantic relationship. They will understand that it protects them against being accused of sexual harassment and favoritism, because the CRA proves that the relationship was consensual. The meeting should be an open forum where the employees are allowed to ask questions and gather information. The employees should leave the meeting feeling empowered with information on the benefits of a CRA. They should be given sufficient time to read over the agreement, have an understanding and ask questions before sign. Create at least one (1) other option besides CRAs that would address workplace romances. One option that would address workplace romances is to create a notification policy. This will require that employees notify a designated company representative if they become involved in a romantic relationship. They must also notify when the relationship ends. This notification should be required for all employees regardless of whether you are a colleague dating a colleague, or a subordinate dating a supervisor. The designated company representative will be bound by confidentiality and should not divulge the information unless it’s necessary to respond to counts of discrimination or other unlawful contacts with the employees involved. Of course, you would......

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