Workplace Romance Policy example essay topic

The workplace is often a place where romances develop. Office relationships have been an issue since men and women began working side by side. Many men and women do not have time to meet a potential romantic partner outside of the office because of their long work hours. Consequently, a romantic relationship with a co-worker can be especially tempting for those who spend many hours at their job. After all, who do co-workers share common interests?

Who do they see face-to-face, day in and day out for months and even years on end? They see each other. They confide in one another. Co-workers many times share secrets, dreams, and personal problems. They rely on each other for support, in their both job and personal lives.

It is no wonder that there are so many office relationships occurring in the workplace today, due to long hours and the rise of women in the workplace. There are many reasons why office relationships occur. One reason is the increased number of women in the work place. It is difficult for a traditional family to live on the salary of only one spouse so more women have joined the labor force, which means male and female co-workers come into closer contact than ever before. Women will account for 59% of total labor force growth between 1996 and 2006, according to the Washington-based National Council of Women's Organizations (Armour).

Martin and Bart Siegel of The Sierra Times initiated a study, which concluded that the percentage of adult women who work increased from 26 percent in 1940 to 60 percent in 1997. Moreover, in the 1990's, more than 70 percent of women between the ages of twenty and fifty-four have been in the labor force. A traditional work environment takes up more hours in a day; therefore, we have less free time to meet those of the opposite sex outside of work. The workplace is now the most likely place for Americans to meet a romantic partner.

This is because of the ever-increasing number of women in the labor force and longer hours worked by most employees (Schmidt). Many traditional corporations are following a team concept, which requires frequent and close interactions with, usually, well-educated, well-dressed members of the opposite sex. Late meetings and social events that are required from a career may also instigate romance (Bambino). Working long hours makes it hard for employees to meet someone outside of work, so why not look in the next cubical? Office relationships often have positive aspects. Some companies regard office romances as a positive development because when the couple marries they tend to stay with the company, which reduces high turnover.

In numerous surveys on the subject, anywhere from one-third to one-half of all romances now start at work. Almost half of all these office romances result in marriage - one in four people will actually meet their life partner at work (Cooper). After all, employees spend at least 40 hours a week at work, surrounded with individuals of similar backgrounds and interests. Another positive aspect of an office relationship is that romantic workplace partners can often offer support to one another because each know and understand the common stresses of the surrounding environment. Each know what the boss' personality is like and how easily offended an individual co-worker may become. A romantic partner will understand what it feels like to have a stressful day at the office and will probably be more able to offer support since both partners share an understanding of the workplace.

Some participants of workplace romance were observed to be more productive, easier to get along with, enjoyed being at the office more, and experienced less tension (Harte l). This romantic energy often results in employees bringing enthusiasm and energy to the workplace, which initiates the increased productivity, improved motivation, and more complete job satisfaction. Couples may show a burst of enthusiasm, fro having their work as a shared interest, by coming to work earlier and showing more productive work habits since they are enjoying themselves in a work romance. Office romances can pose high risks to organizations. Some of the potential risks that concern employers are the effect on productivity, effect on morale, conflicts of interest, violations of confidentiality, and sexual harassment (Bambino). Sexual harassment claims are at the top of the list of risks most feared by organizations.

The Society of Human Resource Management's 1998 survey of more than 600 human resource professionals showed that 88% of respondents from organizations that discourage or do not permit office romances feared the possibility of sexual harassment claims (Olian). In 1998, U.S. Supreme Court rulings imposed strict liability against an employer if a supervisor engaged in quid pro quo harassment, which is unwelcome sexual advances or requests as a condition for getting or keeping a job as well as a basis for promotions, bonuses or raises (Cornell). These rulings define the employer's liability for sexual favoritism in the workplace, which violates Section 703 of Title VII (EEOC). According to the Equal Employment Opportunity Commission, this policy states that: The Commission and the courts have declared that sexual harassment violates Section 703 of Title VII.

Merit or Savings Bank vs. Vinson, 477 U.S. 57, 64, 40 EPD 31,159 (1986); EEOC's Guidelines on Discrimination Because of Sex, 29 C.F.R. SS 1604.11 (a). EEOC's Guidelines define two kinds of sexual harassment: "quid pro quo", in which "submission to or rejection of [unwelcome sexual] conduct by an individual is used as the basis for employment decisions affecting such individual", and "hostile environment", in which unwelcome sexual conduct "unreasonably interfere [es] with an individual's job performance" or creates an "intimidating, hostile or offensive working environment". The risk exposure for sexual harassment increases when the relationship ends between a supervisor and a subordinate. A jilted supervisor might cause workplace difficulties by vindictive or retaliatory actions such as making working conditions unbearable for the subordinate, or worse, terminating the subordinate's job. If this happens, the employer is liable whether the employer knew about it or not.

"No employer wants to spend the money to defend these claims, especially when the company has no idea who is telling the truth. (Cornell) " Violations in confidentiality pose risks to organizations when a person who is in a position of trust with the company's internal affairs, shares this information with a romantic partner (Bambino). This information, whether passed on internally or externally could have disastrous outcomes, legally and ethically, in instances where there is a breach of confidentiality that directly affects an individual or the entire organization. For example, an employee who is in a position of trust has a romantic relationship with a client. The employee discusses confidential company business with the client who then passes this information on to a friend or coworker. The friend or coworker of the client is working for a legal firm that is suing the employee's company.

It turns out that this information is crucial to winning a lawsuit against the trusted employee's company. A confidentiality breach of this type could end up costing a company much more than legal fees. In the worst case, it could put the company out of business. Romantic relationships between supervisors and subordinates may result in undue favoritism. Joel Hoekstra states in an article for techies. com, "A personal relationship between a supervisor and subordinate can shift the balance of power.

Coworkers may perceive favoritism, even if there isn't any. And if the relationship dissolves, the subordinate may claim some form of sexual harassment, saying they " ve been denied raises or the opportunity to advance". When the romantic drama plays out in the workplace, employee morale may plummet and productivity may be negatively affected if the relationship involves a supervisor and subordinate in the same department. This may or may not be perceived in the workplace as an abuse of power. Robert Bambino states in his article that "Despite the couple's best of intentions to remain objective, conflicts can occur when work-related decisions are no longer made for good, sound reasons but instead are based on partiality and personal feelings". Bambino also states that "Overall work performance may suffer because the couple is distracted from work.

Resentful co-workers [... ] may devote excessive time gossiping about, or plotting against the pair". Marital infidelity has become a top issue where office romances are concerned. Rob Moll states in his article that "Studies published in the American Sociological Review and the Journal of Marriage and Family show that before 1985, divorce rates were equal among working and homemaking women; however between 1985 and 1992, the annual probability of divorce among employed wives exceeded that for non employed wives by 40 percent". Moll goes on to say, "Today's workplace has become the No. 1 spot for married individuals to meet affair partners". According to Moll, some of the reasons for this are group interaction in coed workplaces, frequent travel and long hours, all of which create more opportunity and temptation than ever. Dr. Shirley Glass states "Men and women who work closely together under stressful conditions can quickly become attracted to each other.

They often share interests and think nothing of spending time over coffee or lunch getting to know one another". (qty. in Moll). Managing workplace romances are somewhat difficult. "Survey results indicate that 13 percent of employers had a written policy to address workplace romances, but 14 percent claimed that they had a "clear understanding" of expected behaviors despite the absence of written policy. A majority (72 percent) did not have a written policy. According to the survey, among companies that have a written or unwritten understanding of workplace romance policy, 55 percent permit but discourage workplace romances, 32 percent have no restrictions on the romance, and 7 percent say that intimate friendships among workplace colleagues are not permitted (Olian). Some of them have a consensual relationship agreement or " Love Contract" in their Human Resources policies.

Ignoring workplace relationships can be very costly. After a consensual relationship ends in the workplace, sexual harassment suits are a major concern for the Employer. The jilted employee can claim that he or she was forced into a relationship with their supervisor. This could lead to financial losses and court actions. The courts have denied claims to cases related to workplace romance. Employers do not want to be romance police, but the costs can be overwhelming.

Even without sexual harassment suits, work proficiency of the people involved declines. This can create trouble in the company. Many employers have consequences for violation of policies in place. Transferring one of the people involved, is one way to stop any interference in the workplace.

Some employers are even terminating employees that are involved. The military has a policy about officers and enlisted people relationships. One officer, who was romantically involved with an enlisted person was court-martialed and sent to prison. In order to get married in the military you must first get permission. But officers and enlisted can never cross that line without severe punishment. There are positives and negatives to workplace romances.

There are many different opinions, and everyone must make his or her own in the long run. The research shows a few benefits in workplace romances. The employees involved tend to stay with the employer longer. Most employers like the long-term employees. They become more company oriented and happy in their work environment. There seems to be many negative aspects for some companies.

This leads to lawsuits and expenses. The supervisor / subordinate relationship can sometimes end up in a courtroom battle defending a sexual harassment suit. This has lead to contract agreements called "Love Contracts". This contract gives the employer release from any lawsuit created by these relationships. Some workplaces have a "no tolerance" system.

The military is a prime example of this. Prison sentences have been handed out for infringement of this policy..