Consensual Relationship Agreement
Assignment #1 - Consensual Relationship Agreement Case Study
Professor Dr. Maggie Sizer
Leadership and Organizational Behavior – BUS 520
Strayer University
October 23, 2012
Abstract
As companies begin to acknowledge the existence of work place romances, the use of consensual relationship agreements (CRAs) has become an area of discussion. While many of today’s organizations prohibit the romantic involvement of its employees with one another, there are other companies that have adopted the use of consensual relationship agreements.
Although employers find the CRAs an easy solution to this situation, the employees romantically involved, employees are against the agreement, arguing that the contract is intrusive in their personal lives. They go further on their arguments, stating that the agreement is an invasion of their privacy, and that the document goes against some ethical principles.
From the Human Resources professionals perspective, they will try their best to make sure employees and employer agree with the contract and are happy with the situation, so a negative influence do not impact other coworkers, and their performances will not affect their jobs.
1. Critics of CRAs assert that they are too intrusive, ineffective, and unnecessary and that they can cause as many problems as they solve. Identify the specific reasons and examples that might justify these criticisms.
Critics are relying on the concern-for-others principles that focus on “the need to consider decisions and behaviors from the perspective of those affected”, which in this case, are the employees who sign the Consensual Relationship Agreements. Employees who are romantically involved at work and are asked to sign the agreement, may consider getting into their personal life too intrusive. Informing an employer of a relationship should be a decision made based by both parties involved, and not imposed.
CRAs can be ineffective because even after signing the agreement, an employee
Professor Dr. Maggie Sizer
Leadership and Organizational Behavior – BUS 520
Strayer University
October 23, 2012
Abstract
As companies begin to acknowledge the existence of work place romances, the use of consensual relationship agreements (CRAs) has become an area of discussion. While many of today’s organizations prohibit the romantic involvement of its employees with one another, there are other companies that have adopted the use of consensual relationship agreements.
Although employers find the CRAs an easy solution to this situation, the employees romantically involved, employees are against the agreement, arguing that the contract is intrusive in their personal lives. They go further on their arguments, stating that the agreement is an invasion of their privacy, and that the document goes against some ethical principles.
From the Human Resources professionals perspective, they will try their best to make sure employees and employer agree with the contract and are happy with the situation, so a negative influence do not impact other coworkers, and their performances will not affect their jobs.
1. Critics of CRAs assert that they are too intrusive, ineffective, and unnecessary and that they can cause as many problems as they solve. Identify the specific reasons and examples that might justify these criticisms.
Critics are relying on the concern-for-others principles that focus on “the need to consider decisions and behaviors from the perspective of those affected”, which in this case, are the employees who sign the Consensual Relationship Agreements. Employees who are romantically involved at work and are asked to sign the agreement, may consider getting into their personal life too intrusive. Informing an employer of a relationship should be a decision made based by both parties involved, and not imposed.
CRAs can be ineffective because even after signing the agreement, an employee
References: Gomsak, Mark J. (2011, January 11). Office romances: How employers can avoid the sting of cupid’s arrow. The Metro Chamber of Commerce. Retrieved from http://www.greaterlouisville.com Hellriegel, D., & Slocum, J. W., Jr. (2011). Organizational behavior: 2011 custom edition (13th ed.). Mason, OH: South-Western Cengage Learning. Jones, L. (2011, May 23). The love contract debate - Employers may want to regulate your romance. Higher education and career blog. Retrieved from http://www.kelloggforum.org No longer a secret: Tools to cope with workplace romances. (2010, May).Ceridian Connection. Retrieved from HR Compliance database. Sutton, R. (2009). Regulating work place romances. Saalfeld Griggs Pc. Retrieved from http://www.sglaw.com