SamplesReviewConsensual Relationship AgreementBuy essay
← Mental DisorderEmergence of Mass Visual Culture →

Free Example of Consensual Relationship Agreement Essay

A consensual relationship agreement (CRA) refers to a written covenant or contract where romantically related individuals acknowledge and adhere to certain guidelines at the place of work. It is noticeable that not very conspicuous majority of the married employees met their loved ones in the place of work. However, majority of the employers (approximately 75 per cent) do not have formulae to address the issues about such relationships in the workplace. However, despite the unexplainable course of successful work place relationships, majority of the work place relationships are short, temporal and often adopt a harsh endings (Chen & Sambur, 1999).

Indeed, a major employee would be less reluctant to continue with services for a certain employer if a work place romance ended up harshly. Consequently, this makes the presence of a Consensual Relationship Agreement (CRA) to adopt its importance, especially in the work place environment. The CRA bond is a voluntary agreement established between the two parties. Signed by the two, they abide by the employer’s policies at the work place, as well as their virtue of antidiscrimination and anti-harassment. The consensual Relationship Agreement is also a vital tool in protecting both the employer and the employees in case of sexual claims (Dibachi, 2003).

Type of assignment
Writer level
Title of your paper
Total price

Furthermore, the CRA comprises of avoidance agreement of situations which offend others at the work place. Besides this, the agreement encompasses the agreement by the two parties to engage in favoritism. 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. 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. 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.

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. It, therefore, protects the company from court arraignment for favoritism and other aspects (Chen & Sambur, 1999).

From the employees’ perspective, an employee may not want to engage in such signing of agreements on the basis of personal rapport with a co-worker. On the contrary, the employee would like to maintain a silenced motive of the relationship and also on a private outlook, other than the involvement of the employer into their ‘personal lives’. 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. The existence of the consensual relationship agreement is not a solution to the unwarranted sexual assaults and the general sexual harassment. The parties involved may not only fraud the agreement but also may opt to manipulate the light side of the agreement for selfish gain at the expense of their partners. This, therefore, limits the efficiency of the relationship accord. Additionally, this stimulates the emergence of frauds that negatively impact the general performance of the organization (Struthers, Weiner & Allred, 1998). 

Ethical Principles Involved In CRA

Consensual Relationship Agreement is pegged on a variety of ethical principles. This means that despite its hazardousness, it may result in abuse; the accord is subject to multi-benefits to the parties involved and the organization to which the CRA is based on as opposed to one that overlooks its importance. Consequently, CRA is a promising way of addressing sexual harassment despite the formidable challenges that it faces due to abuse and partial application in connection to the rule of law. The law enforcement agencies are therefore charged with the responsibility of captivating the social connectivity enshrined within the terms of agreement between individuals for their mutual romance.

This relationship is determined by the individuals’ own initiative to perpetuate the autonomous aspect of mutual rapport and the ability to handle various organizational issues in order to minimize differences that may result in the breach of agreements. Indeed, the entire situation depends greatly on the mutual trust and willingness to facilitate future prospects of unity. In many situations the Confucius ethic of ‘li’ is mostly overlooked. Indeed, many individuals who enter into agreements such as the CRA do not end in a multifold anxiety to perpetuate their relationship, but to break instead. This results from the inefficiency of the organizational cues that do not encourage the mobilization of dual accord. Consequently, the parties involved develop gradual diminishing capacity to handle upcoming challenges and the entire score of differences perpetrated by the working environment, thus rendering their mutual understanding, futile. Consequently, the signed relationship comes to a halt. 

Another ethical principle of the consensual relationship is the ability to accommodate both the work and the personal lifestyle with little if any affiliation to the other personnel in the working environment. This means that individuals who enter a relationship agreement should be able to accommodate not only their personal experiences but also feelings and isolate them from the work in the organizational set up. This insulates the organization from acts of fraud that may result from the existence of CRA affiliated individuals within the organizational backyard.

Indeed, there are other issues which in line with the employers’ determination depict the aspect of controlling the relationships at the work place. However, the main determiner is the employer’s outline for the indenture and the manipulation of information. Furthermore, there are instances of ethics with regard to the office romance. This aspect contributes to favoritism, usage of relationship in career advancement as well as cheating in pursuit of favor or consideration in various organizational fronts. Indeed, these are some of the ethical issues surrounding the Consensual Relationship Agreement (Kaila, 2007).

Other Alternative that Seeks to Address the Work Place Romance

Finally, apart from the consensual relationship agreement, we also have other aspect tools that are used to moderate relationships in the organizational settings. Work place has been a main convergence point of the people to interact and exchange ideas, romance notwithstanding. Close proximity generates attraction and romance. Consequently, this may lead to loss of the productivity of the organization due to poor time management and other aspects accruing to the formed romantic relationships. Furthermore, this may also lead to resultant charges of sexual harassment and faulty perception of the workers on favoritism and cross-cutting breaches of private space. Therefore various mechanisms has been developed apart from the CRA, to address the issues; these are both Pragmatic and pro-active strategies. Other means include the development of work place romance policies and the related procedures (Kaila, 2007).


In conclusion, work place romance can be described as an inescapable aspect that attracts the attention of the entire organizational framework and develops pro-actively to surpass the employees’ output initiative. Consequently, this aspect has become a managerial concern and the overall effect is the reduced output ratio of the victimized employees if it is not checked up at the early stage. However, various mechanisms have been put forward to address the issue, including the Consensual Relationship Agreement and the development of managerial policies to guide and provide pathways to control work place romance.

Code: writers15

Related essays

  1. Emergence of Mass Visual Culture
  2. Information of Los Angeles
  3. Mental Disorder
  4. "Little Big Man"
View all