Consensual relationship agreement ethics and social responsibility

Consensual Relationship Agreement

consensual relationship agreement ethics and social responsibility

For these reasons, consensual relationships in which one party, the the primary responsibility for reporting consensual relationships rests. Workplace relationships, even when seemingly consensual, are ill-advised. to protect employees from unwanted sexual conduct at all levels of Explain the Responsibilities of the Employees Involved in a Workplace Relationship (2) the parties should enter into a consensual relationship contract. relationships by creating consensual amorous relationship policies (CARPs). faculty ethics or a conduct code, in a faculty/staff policy handbook or as a . Society which is based on the letter of the law and never reaches any higher is paternal-type role with students and in so doing, have a responsibility to act in the best.

Consensual relationships may prompt third-party reports of the relationships, especially when third parties perceive that the relationships give undue access or advantage to the subordinate, restrict opportunities for others, or create a perception of these problems. Third parties, who believe they have been disadvantaged, may make good-faith reports of conflicts of interest due to consensual relationships to the following: Immediate Supervisor Responsibility An immediate supervisor who is notified, or becomes aware, of a consensual relationship, shall take immediate steps to manage the conflict of interest caused by the relationship.

In most instances that will be accomplished by providing an alternative means for the teaching, supervising, evaluating, or advising the subordinate.

consensual relationship agreement ethics and social responsibility

For certain departments or specialized disciplines, the immediate supervisor may have to arrange for another department or unit to exercise authority over the subordinate. Supervisors may seek guidance from the Office of Equal OpportunityHuman Resources Division, or Office of the Provostand should document the steps taken to manage the conflict of interest. An example of a management plan is attached as Exhibit A.

Confidentiality, Non-Retaliation, and Resources As part of managing or eliminating conflicts, it may be necessary for immediate supervisors to provide general information about the conflicts to other individuals.

Every reasonable effort, however, should be made to preserve confidentiality, to provide information on a need-to-know basis, and to protect the privacy of the parties. This includes responses to third-party reports. Additionally, the two parties enter an agreement to report any form of harassment perceived by individual entities to the organizational management, as it may occur. However, at the workplace employees engage in courting which, consequently, minimizes their output.

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Indeed, it has been identified that in this regard, about eleven percent of the employees in any firm end up dating their supervisors, which eventually ends up in a relationship. Contrary, to the good will of the Consensual Relationship Agreement, majority of these relationships go unwarranted. This means that there does not exist any consensus or formal agreement of any kind in the workplace between the two parties in a romantic relationship.

As a result, majority of such relationships end up in turmoil and muscular discouragement. Indeed, in my former work place the Consensual Relationship Agreement virtually existed. The agreement was informally settled, while the management remained reluctant to acknowledge such relationship. Consequently, every bit of the progress made in the establishment and propulsion of such relationship took place behind the curtain without the consent of the employer who would not only fail to acknowledge such relationships, but also propel his move to retrench viable employees who are caught up in the dating or relationships at the work place.

consensual relationship agreement ethics and social responsibility

There were, however, some due consequences that came as a result of unwarranted relationships that negated the output and created a state of disequilibrium on the parties involved, thus reducing their individual devotion to the respective duties. Following my past experience, I wish to have a work place with a warranted relationship agreement, acknowledged by both the management and the employees.

This would equilibrate the standards of performance and enhance a sense of belonging, where the employees will be motivated by the mere acknowledgement from their immediate management. Indeed, this will eliminate the unwarranted growth of unusual disappointment that various individuals undergo through psychological torture, as a result of unfulfilled promises of their counterparts at the workplace. Furthermore, it will create a sense of maturity in the parties involved, as the agreement will remain sealed by the respective signatory.

Contextual Argument Against CRA In reality, the romantic relationships that develops within the work place and warranted by the authority may adversely affect the performance of the individuals at the work place. The consensual agreement tents to emphasize the freedom of the individuals at the work place on matters pertaining to their relationships. Consequently, the individuals may not be in a position to fulfill their signed deals of commitment to their current working conditions and the effect that the established relationship would spark to the other employees in the same environment as far as the entire institution is concerned.

Furthermore, the agreement entered making the two parties sign the deal to persistently behave professionally; this, however, may leave a negative impact, as the two parties may not be in a position to remain tagged to their professional caliber.

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Certainly, CRA is an extremely intrusive and ineffective, besides being unnecessary in the various environments of the organizational framework. The passing of the intimacy in the existence of relationship to the employers is an extreme intrusion into the personal life of the employee. Besides this, the CRA can be null and void and thus ineffective in that even after signing, the individual can still break it without organization knowing it.

Additionally, it is hard, almost impossible to assess the ethical intensity of Consensual Relationship Agreement. The presence of CRA is therefore an important aspect that would steer the organization towards the accomplishment of the set goals and target, but may be futile to the individual employees. Indeed, the signing of the policy lead to apical surveillance where the co-workers and the superiors maintain a closer watch at the employee to ensure that no fraud or breach of the agreement occurred.

This restricts the individual and minimizes their freedom of movement and interaction. Furthermore, it limits the individual from making own decision as to which direction should they take in their personal life. Consequently, the extra eye on the employee by fellow colleagues and the superiors distracts them from unveiling their full potential at their places of work. Besides that, many companies are deficient of any policy in place that warrants such relationship at the place of work.

However, many companies today have come up with policies that prohibit the relationships between the supervisors and their subordinate staffs. The placements of the CRA, however, acknowledge and detach the subordinate staffs from the relationships they might be in with their seniors.

This results from the dynamics at the work places which has been jeopardized as a result of many people being in romantic relationship from the warrant by CRA. The presence of documented proof of the existence of relationships in the workplace eliminates fraud and the resultant sentiments over existing relationships as such is taken care of by the signed proof of its existence in the working environment.

Other than the above mentioned, Consensual Relationship Agreement encourages the sexual harassments, since it is secured by the agreement, but not a warrant for marriage or other conjugal rights for the parties involved.

Consequently, majority of the people involved in such relationships at the workplace, sealed by their independent signatures are highly at risk of being sexually abused by their partners from the claims of such warrants.