Consensual Relationship Agreement Consensual relationships This is where a party uses the position or ity to lure another one into a relationship. This will harm the other person and organization in which they both work in. This is common where there is a power difference between the individuals involved. An example is an employee and a supervisor. Such relationships will definitely cast out some doubt. However, some office romances are casual and fleeting relationships. Each day this type of relationships is increasing. Employers should not expect this number to decrease. Some bosses may demand to have sex to have one continue with employment or even over a promotion.
Such behaviors can be risk in terms of liability. However, some tactful employers can reduce the instances by setting up major policies on the same (Kress, 2007) In the event of targeting to reduce such behaviors, the enactment of safe guarding policies is necessary. It should be clearly indicated in the employee handbook to ensure that the employees get the right information. The employer should understand that having the policy alone might not help.
He should further explain the consequences and the repercussions of indulging in consensual relationships. It is the duty of the employer to ensure that the harassment policies are distributed to the respective employees. It is also advisable to forbid romance between the boss and his subordinate. Otherwise, the subordinate may suffer sexual harassment from their bosses. It is important to put a policy in place that prohibits the managers from being in relationships with the subordinates. The employer may suffer a risk when a subordinate complains of sexual harassment.
The subordinate may file a lawsuit in this matter (Seider et al, 2009) Signing a love contract is essential. Even though, making an assumption say that employees may not have romance is untrue. However, employees will date one another even if there is a written policy barring that behavior. Such agreement are meant to show that the relationships exist and are voluntarily and consensual. Such agreements are meant to be discrete and will avoid conflict of interest, such will raise disciplinary actions. Such contract avoids the liability of an employer and protects the employer from any blame afterwards. Avoiding favoritism claims, when a relationship between the supervisor and the employee is realized by the employer, precautions ought to be maintained to ensure that no authority-making decision with regard to the non -supervisory employees, raises promotion and evaluation (Kress, 2007). Identifying problem.
It is important to identify that the problem exists, and identifying the roots of the problem is important. This will help in finding an amicable solution. Identifying the potential issues.
It is evident that, there are quite a number issues involved here. Knowing of existing relationships is a major step. Obtaining consultation can also help in finding a solution. Discussing personal relationship with direct supervisors would shade some light to those involved. Reporting any instances of consensual relationships would help determine how it affects the organization. Determining the cause of action. There are a number of consequences that come from consensual relationships. It is better to move one party to a different residence from the original than to let both parties reside together.
Treating all staff equally and giving everyone the same task without favoritism. Love contracts: employees spent most of their time in the workplace. They tend to be close to each other for most their stay there. They can start dating one another. This will have some time in being in love as their spouses or partners are far away from their colleagues (Kingsley, 2010). References Kingsley, W. C., & Park, H. (2010). Managing Blended Friendships. Cengage Learning. Kress, V., & Dixon, A. (2007). Consensual Faculty--Student Sexual Relationships in Counselor Education. Oxford University press.
Seider, S, Davis, K, & Gardner, H. (2009). Morality, ethics, and good work: young peoples respectful and ethical minds. New York, NY: McGraw hill (pp. 209-222).