Are love contracts actually required??

From the employer’s perspective:

The employer’s main fears are that

· The employees in the relationship will give benefits to their partner’s officially like giving them promotions and extra benefits; these can be avoided by giving transfers to one of the member in the relationship to avoid direct reporting of one of the partners to the other or making the promotion process more transparent hence avoiding problems.

· Employers fear of wasting time at the office using the office facilities like telephones and email and chatting in the office wasting the office work hours. This can be avoided by framing policies which avoid inappropriate use of office facilities which are applicable in general not only to the couples in the office.

· Employers fear that the partners involved in the affair get separated employers fear that one of them might take the issue to the court for harassment by one of the partners this might cause harm to the image of the company. To avoid this company can form policies to create a healthy environment to avoid misconduct in the office in general this would keep the company safe legally.

· Employers also fear the unnecessary gossip that other employees engage because of the relationship of two employees. This can be avoided by making the employees involved in the relationship openly accepting their relationship; this in turn can be done by making provisions for couples working in the same office like many companies do in India.

Employees Perspective:

The Employees main fears are that he/she should not be sacrificing his/her personal as well as professional life. This can be avoided by making a professional conduct in the office avoiding unnecessary talks and meetings with the love partner in the office, i: e by keeping their professional and personal life separate.

Hence are the Love contracts actually required or can the results of a love contract be achieved by just implementing some policies in the organization as stated above?