David Bourget (Western Ontario)
David Chalmers (ANU, NYU)
Rafael De Clercq
Jack Alan Reynolds
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Journal of Business Ethics 97 (2):325 - 338 (2010)
This article examines why an organization might wish to manage workplace romance, and describes a number of alternative approaches to managing dating. At first sight the ethics of dating bans balances the need to protect female employees from harassment against employee rights to privacy and freedom of association — a rights versus rights issue. However, dating bans seem not to be directed at protecting female employees from harm, but rather protect employers from sexual harassment liability claims -an employer self-interest versus employee rights issue. This article advocates a consequentialist approach to the problem, via the factoring in of other harms caused by prohibiting workplace romance. Given that most workplace romances end up in marriage or long-term partnerships, a ban on workplace romance is argued to be antisocial. The incidence of sexual harassment is very low in comparison to the number of longterm relationships initiated in the workplace. This article concludes by citing examples of firms that encourage romance, showing that is feasible to manage any resulting problems within these firms' existing conflict of interest and sexual harassment rules
|Keywords||dating ban divorce marriage office romance sexual harassment workplace romance|
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References found in this work BETA
Till Talaulicar (2009). Barriers Against Globalizing Corporate Ethics: An Analysis of Legal Disputes on Implementing U.S. Codes of Ethics in Germany. [REVIEW] Journal of Business Ethics 84 (3):349 - 360.
Citations of this work BETA
Lisa A. Mainiero & Kevin J. Jones (2013). Workplace Romance 2.0: Developing a Communication Ethics Model to Address Potential Sexual Harassment From Inappropriate Social Media Contacts Between Coworkers. [REVIEW] Journal of Business Ethics 114 (2):367-379.
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