Consensual Relationship Agreements

Workplace romance exists when two members of the same organization develop a relationship with mutual attraction. Individuals who develop workplace romances may cause damages to morale and productivity. However companies are still confused whether or not they should interfere in the romantic relationship. Many companies are trying to figure out what department should get involved and what policies should be set and should there be set guidelines? There are pros and cons to developing a relationship with a co- worker. Some advantages would be to motivate employees, improve teamwork, communications and cooperation. Some disadvantages would be work

Harassment has plagued the world for centuries. Why should the workplace be any different? Sexual harassment and workplace violence are not only of historical roots, but contemporary issues are still present in the workforce today. Managers are addressing and combating modern sexual harassment and workplace violence, however instances still occur (Robbins, Decenzo & Coulter, 2011).

In corporate America, sexual harassment is a huge concern amongst many organizations. The matter of sexual harassment is an issue that needs to be immediately attended to in

Workplace romances are now one of the challenges that organizations of all sizes have to address. How they address them varies from organization to organization. Some businesses and organizations strictly prohibit them in any form or fashion, while others prohibit them when the participants are in certain roles within the organization. Some companies have chosen not to address the issue at all and others are using a more formal method of documenting and mitigating the risk they feel these relationships pose. One of the methods of documenting, and potentially mitigating, this

Sexual harassment is a demeaning practice, one that constitutes a profound affront to the dignity of the employees forced to endure it.  By requiring an employee to contend with unwelcome sexual actions or explicit sexual demands, sexual harassment in the workplace attacks the dignity and self-respect of the victim both as an employee and as a human being. Sexual harassment is well defined as an unwelcome sexual request for sexual favors and other verbal or physical conduct of a sexual nature. In many countries, sexual harassment is considered a form of sexual abuse and employment discrimination. Sexual harassment is most prevalent is organizations both professional and academic, though it can occur almost anywhere.

Contract law is relatively consistent regarding whether a contract was actually made and whether the parties involved can be legally held to the contract or not. This is primarily due to the fact that contract law proceeds from law handed down from centuries of civil and common law cases. Basically, two parties have to agree to the terms of the cited contract, after the offer is made and accepted (both parties have had time to review and make changes to the contract, although this process does not always occur), and they have either orally agreed or signed some form of written contract. It can be argued in a court afterword that there was not sufficient consideration or that one party coerced the other into an agreement, but these are usually handled at the signing of the contract. This process is time honored and, as said, has been in place for a long time. But, new types of contracts occur at times and they have a different sort of accounting by the courts. One of these types of contracts is that generally called prenuptial, antenuptial or premarital (Standler, 2009). This paper looks at prenuptial agreements and using the case of Simeone v. Simeone tries to determine some of the pros and cons of treating these agreements more like regular contracts.

In regards to the criteria constituting cases hostile environments as sexual harassment and sex discrimination, it is important to perceive the level of the alleged hostility in order to analyze whether or not it is a form of sexual harassment and sex discrimination. There are several elements to examine in order to determine the level of the alleged hostility within the workforce. The first element used to determine the level of hostility, as explained in Harris v. Forklifts Systems, is the severity or pervasiveness of the comments or behavior from the alleged offender. This element is essential to help determine what path the case will commence to take. The standard for this element is that in order to claim sexual harassment and/or sex discrimination,

Work place policies regarding sexual harassment is the main issue discussed in this article. Sexual harassment has continued to be a challenge within the workplace. According to a recent review of sexual harassment related resolutions, employers have paid over $732,976.00 in sexual harassment fines (Hobson, Szostek, & Fitzgerald, 2015). The EEOC has issued written guidelines for appropriate strategies employers should use to handle workplace sexual harassment and specific ways to address it. It is the employer’s duty to proactively work to protect all employees from any type of sexual harassment by following sexual harassment policies and procedures that are put in place. Failure to implement and follow the policy and procedure in the workplace can and most likely will lead to liability should an EEOC investigation or lawsuit occur. The employer needs to disperse copies of the policies and procedures and post them in central locations throughout the organization and address sexual harassment in the employee handbooks. The policy and procedures need to clear

Sexual harassment in the workplace is a huge problem in recent history. It can happen to anyone and it can happen everywhere. It can affect all types of races, gender and age. Statistics today shows that more and more sexual harassment has become an issue due to the large number of cases presented. Mainstream media becomes consume covering sexual harassment because of the high profile cases. Sexual harassment becomes a topic on various TV shows, and on some major morning radio talk shows mostly everyday. Sexual harassment laws must be strengthened in order to fix what has become a serious problem today in the workplace.

Workplace romances happen all the time. *"Love is in the air" reports that between 6 million to 8 million Americans enter into such relationships every year, and that about 50% of the time many of these relationships culminate in marriage or in long-standing affairs.. The frequency of workplace romance occurs due to many factors not least of which is the case that employees who share similar interests are in frequent and long-time contact with one another. Unfortunately, many of these sour and complications can occur. Complaints of favoritism may occur; spouses may become aware of extra-marital affairs that occur on the workplace resulting in violence; sexual harassment or other retaliation accusations may spring up with the fizzling of the relationship; and romance may interfere with the job.

Workplace romance and its sometimes related twin construct, sexual harassment, are pervasive in organizational life. For example, Vault.com’s 2010 office romance survey found that 60 % of workers participated in some kind of workplace romance and 64 % said they would participate in another one (www.vault.com/officeromancesurvey.) One in five employees admitted a relationship with a boss, and 15 % said they have had a relationship with someone they supervised. Once considered taboo and private, according to a 2009 Career Builder survey (www.shrm.com) the majority of workplace romances are openly pursued. A 2010 survey by Monster.com (2010) reported 21 % of those surveyed would consider dating a coworker in their department, while 48 % would

In our society sexual harassment has been in the workplace for years. The use of sexual harassment in the workplace has been remembered best as a weapon used to keep women in their place which would cause them to forfeit promotions within their organizations. It was once believed that women were the only victims but the shift is now changing men are also reporting that they are also victims of sexual harassment on the job. In 1964 the Civil Rights Act was passed and employers began to recognize that they were liable for two types of sexual harassment. The first kind of harassment is Quid pro quo when a supervisor offers the employee sexual advances in order to get or keep a job, and also this harassment is used to determined if an

Organizations have an obligation to create a harassment free environment for its employees. Harassment doesn’t have to be of a sexual nature. An organization is liable if the harassment is so frequent or severe that it creates a hostile or offensive work environment or when it results in adverse employment actions such as the victim being fired, demoted, or transferred. Harassing a person based on their sex is illegal. Sexual harassment has a great impact on an employee’s productivity as well as poses a major impact on an organization’s finances in litigation.

In this research paper I would fully discuss what sexual harassment. I will start on the origin of sexual harassment and how it came into law. I will discuss what environment of sexual harassment looks like in the work place. The reader should be able to discover the different types of sexual harassment: Quid pro quo and Indirect. I will show you illustrated trends of sexual harassment in the work place over the years. I will discuss how sexual harassment affect both parties, meaning the employer and the employee. I will back up theses affects by laws that are set in place to protect the employee and hold the employer responsible. I will give an analysis on recent litigation involving sexual harassment in the workplace. In my conclusion I will give a recommendation on how to prevent sexual harassment in the workplace and what management can to protect their employees.

Another form of sexual harassment is a hostile work environment. The hostile environment theory involves sexual advances between the supervisor and the employee. An employee’s work performance will be less effective due to these so-called sexual advances. However, a victim can file a complaint against their harasser so that they do not continuously force them to participate. Consequently, they will be forced to hand in their resignation. [This is an issue of power and has nothing to do with sex. For this reason, both male and females can be the harasser. The harasser’s main purpose is to force another to feel or act in a certain way. Sometimes, sexual harassment causes an individual from effectively performing his/her job. As a result, is undermines an individual’s dignity. In our society, there are three essential factors that relate to the issue of sexual advances. These elements are a divergence of perceptions, the complexity of human behavior and the attitudes of a sexist.]