Consensual Relationship Agreements: Regulating Workplace

sexual advances, however, finally consented because she dreaded losing her job. They had intercourse more than forty times. Furthermore, she attested that he fondled her in front of other employees, trailed her into the women's bathroom when she went there unaccompanied, exposed himself to her, and even compulsorily raped her on numerous instances. The Court had no trouble finding this situation hostile (Justia, 2016).

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

In what may be the most bewildering court ruling ever produced, “The court held that the complainant’s refusal to have sexual relations with her supervisor, and the resulting elimination of her job, was not discrimination. Rather it was due to ‘the subtleties of an inharmonious personal relationship’” (Gregg, pg. 304,

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

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.

Wolff (1970) defines a state as a group of persons who have the right to exercise supreme authority within a territory, over a population. He proposes In the Defense of Anarchism, men are autonomous, as higher degrees of autonomy is achieved, a man will resist the claim that states have authority over him. This illustrates the puzzle of Political obligation and can be explained through the appeal to consent.

It is directly affecting the workplace because Warren is sleeping with one of his subordinates. Even if Warren is not showing favoritism, it is clear that his relationship is damaging his other subordinates' morale. The employer-employee relationship is one that has to be nurtured in order to maintain a successful business, but that business relationship should never turn into a romantic relationship for the sake of the business and the other employees.

| a) Quid Pro Quo ("This for That") harassment occurs when an employee is offered job benefits such as promotion, pay raise, etc. in return for sexual favors and could face unfavorable outcomes if they refused. Hostile environment harassment occurs when an employee is harassed in an unwelcoming / sexual conductive way that

The client 's right to give informed consent American Counsel Association (ACA) B.5b. state “Counselors inform parents and legal guardians about the role of counselors and the confidential nature of the counseling relationship, consistent with current legal and custodial arrangements” (p.7). 27-65-103

Sexual harassment is characterized as undesirable sexual methodologies, demand for sexual favors, and verbal or physical provocation in sexual composition. (US Equal Employment Opportunities Commission, 2015) There are two types of sexual harassment claims: quid pro quo and hostile work environment. Quid pro quo means “this for that”, is executed by somebody who is in a position of force or power over another. It includes communicated or inferred requests for sexual favors in return for some advantage or to maintain a strategic distance from some disservice in the work environment. (Society for Human Resource Management, 2015) Hostile work environment harassment happens when discourse or behavior is so serious and pervasive that it makes an intimidating or disparaging environment or circumstance that contrarily influences someone’s performance. This kind of badgering can be executed by anybody in the workplace, including an associate, director, subordinate, seller, client or builder. (Society for Human Resource Management, 2015) In this case, Marwan committed acts of both quid pro quo and hostile work environment harassment. Marwan has more seniority over his co-worker. Not only did he make undesired sexual advances towards her, but he also threatened to have her fired if she did not go on a date with him (Quid pro quo). Marwan also made inappropriate gestures to the female guests, and went as far as

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

4. A male supervisor touches or pats a female subordinate on nonsexual parts of her anatomy.

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.

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

Do you believe at love at first sight? Well, love or attractions you have for someone is not something that can be controlled, and can happen at any time at any place. It is often considered as a taboo issue, but workplace romance and relatives relationship at work is a reality. Workplace can be considered a second home for most people, as they spend nearly half of a day or even more there. Thus, it can become a dating environment; affinities with co-workers can develop and can lead to workplace romance, friendship and sexual relationship. Workplace relationships can create major issues to companies, and the interesting aspect of this topic is the fact that companies to not know how to deal with this problem unlike other common issues. In this paper we will talk about different types of relationships that can grow at work, we will start by the relationship between co-workers, then relation with a subordinates, and we will also talk about family, and friends relationships at work. We will raise questions such as, how people should deal with a relationship at work? What can be the consequences of it? And the policies the companies have and in addition we will provide new rules that can be implemented.