Love Contracts - A boon for employers...

As far as office romances are concerned, they are full of perils for employers. A reduction in productivity is like a tip of the iceberg when it comes to the ill-effects of amorous distraction. Accompanied with lapses in confidentiality; valid or unwarranted claims of sexual harassment when relationships go sour and possible violence on exposure of extra marital affairs, romantic or sexual behaviour amongst employees might create a havoc for employers when allowed a free ride.

In my opinion, prohibition is a very effective measure for curbing the power of such amorous dangers. It is the right of the employer or better put, his responsibility, to complement its existing policies with a well drafted mandate to handle such issues. Depending on the size of the employer and its geographic reach, policies like the ‘love contract’ mentioned in the case prohibits employees from getting engaged into sexual or romantic behaviour amongst themselves. Nevertheless, such counsels may still be discounted by employers for many reasons. Some may see it to be too harsh, invading privacy or have a feeling of gaucherie while administering the same. Still some others may welcome the additional enthusiasm and enhanced consistency of the love–struck employees who suddenly feel all the more excited to attend office and exhibit reluctance in going home at night. Irrespective of the reasons, the “love contract” acts as necessary legal protection.

The ‘Dating and relationship agreement’ that Pritam is asked to sign in the case, clearly specifies that they are in ‘voluntary relationship of mutual consent’. So, if the romance ends, the above clause would help the employer later in defending sexual harassment claims. Further, the agreement also requires the employees to maintain professional conduct including no public displays of their affection and sustain high levels of efficiency irrespective of their relationship which is in the best interest of the employer. It also protects the employer from any acts of nepotism, favouritism, etc. which otherwise are difficult to enforce even if the employees are found guilty. And lastly it gives the employer the rights to take disciplinary action in case of non-adherence to the agreement by the employees. So by administering such agreements employers can keep a check on the amorous activities amongst the employees and prevent them from destroying the organization culture and the business motive at large.