Don't judge everything !

I think the primary issue concerning workplace romance has been put quite succinctly by Saurabh. The situation is the most precarious when it affects direct reporting relationships. There could be a case that couples that intentional bias causes couples to seek personal interest in the organisation causing resentment amongst other colleagues. At the same time, even when a couple adheres to all professionalism and conduct, their intentions might be doubted only due to their personal commitments. Also, when a relationship goes sour, it may jeopardize the career of the subordinate and make the environment unconducive due to personal grudges.

Thus, it is imperative for organisations to ensure that personal commitments do not affect the desired efficiency levels, conduct at the workplace, fair decision making, litigation issues etc. But formulating a love contract may not be most preferred way to address these issues since the purview of the problem is quite subjective. Also, it directly impacts the sovereignty of the employees who may not want to commit to such an agreement at an early stage of relationship.

The issues addressed in the contract are highly subjective and implausible to prove and defend. Say a couple signs a contract and adheres to its requirement in all their capacity. But they can be harassed with allegations related to nepotism, reduction in efficiency due to proximity in the workplace etc. There could also be a case where in the employer may use the contract or its clauses to discharge an employee. In such situations the intention of the employers cannot be judged which is also evident in case of GMHR where in he coerces Pritam to sign the contract failing which Jagruti would need to give up the job.

Like it has been suggested by many of the participants, a likely solution could be through evolved HR practices that help to address these issues in a sensitive manner. Employees should be counselled to adhere to the code of conduct of the organisation and consider it above their personal interests. Any biasness related issues should be routed through line managers and HR mangers to ensure that the matter is thoroughly looked into and resolved in the favour of the right party. A rotation policy is usually followed in organisations where in couples are moved into different teams to avoid any issues. Thus, managers when sensitized to this issue are better capable of handling this issue instead of any lawful agreements or contracts which do not cover the purview of matters of heart.