This paper will analyze the concerns of workplace relationships and romance. In order for any organization to work effectively there must be guidelines and policy in place. Within my current work environment at The Walt Disney Company, we have established a consensual relationship agreement. These consensual relationship policies address the concerns of any sexual, unwanted, or harassments towards any employee. Within this text there will also be an example of why my current work place implemented a consensual relationship agreement. The agreement supports the ethical policy which addresses the unaccepted behavior like discrimination, favoritism, sexual harassments, stealing of company’s property and many more. CRAs clarify the ambiguous and most discussed aspect of sexual harassment. The agreement helps protect the company as well as the employees who are romantically involved, especially when one is a manager, and the other is a subordinate. Hellriegel and Slocum (2011) have four reasons they expect employees to sign a CRAs. Primarily, it decreases the risk of sexual harassment litigation; if the relationship ends, the employees may claim they were pressured into the relationship. The CRA states that their relationship is voluntary and consensual. In addition, it will reduce other employees from speculating favoritism; the CRA plainly states they are not to show favoritism, especially when one of them is in a management or supervisory position. It will promote a forum to talk about professional workplace behavior. This will allow employees to be reminded of avoiding public displays of affection, or discussing their private relationship on the job. Lastly it will help the employees to know they have no privacy in the workplace.
Dating employees should not use company email or instant message systems to discuss their relationship, or any plans they may have outside the workplace. Between 2008 and 2011, the state of New York has paid more than $5 Million to settle sexual harassment cases. Danny Hakim (2012) mentioned in the article that the largest settlement, nearly $1.8 million, came in January 2009 after the state settled a nine -year-old case Lisa Borello, a cook at Lakeview Shock Incarceration Facility. The lady alleged that a supervisor sexually harassed and physically threatened her, and gave favorable treatment to male employees. The accusation was not clear at the beginning of the case whether it should be classified as a discrimination issue or sexual harassment. Court spent nine years to investigate the case before concluding it was a sexual harassment problem. This case of Ms. Borello could be prevented with Consensual Relationship Agreement. Both supervisor and would understand the do and don’ts of the relationship. In a consensual relationship between a supervisor and a subordinate, the subordinate often is the recipient of preferential treatment. Employees have asserted claims for sexual harassment based on the theory that they can't receive the same benefits because they are not "sleeping with the boss." However, most courts have rejected this argument because such a consensual relationship disadvantages both male and female employees equally. 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 remained silent on the issue. And still others have adopted the use of consensual relationship agreements. Most companies once had rigid rules about intra-office dating. The survey conducted by Monster.com and Spherion Corporation (Ceridian Connection) in 2010 shows that 73 percent of both public and private workers agreed openly dating a coworker could jeopardize the job security or advancement while 75 percent agreed that workplace relationship could lead to...
Please join StudyMode to read the full document