Precaution is better than Cure!

The cited situation seems to be a clear case of Conflict of Interest. A conflict of interest (COI) is said to occur when an individual or organization is involved in multiple interests, one of which could possibly corrupt the motivation for an act in the other. In order to successfully attempt to address a COI in the organization, a policy called the Code of Conduct is followed. This is enforced to forbid COI. Often, however, the specifics can be controversial. Codes of conduct help to minimize problems with COI because they can spell out the extent to which such conflicts should be avoided, and what the parties should do where such conflicts are permitted by a COI. Thus, professionals cannot claim that they were unaware that their improper behaviour was unethical. Also, the threat of disciplinary action helps to minimize unacceptable conflicts or improper acts when a conflict is unavoidable.

Analysing the case, it appears that by enforcing the Dating and Relationship Agreement, the company is only trying to reduce its liability in the case that the relationship gets over, does not end on amicable terms, ends due to any reason related to the organization\work pressure\stress or more significantly results in to a case of sexual harassment. It just makes good business sense to avoid romantic relationships between employees or co-workers as these can cause others to lose confidence in the judgment or objectivity of either employee, create an uneasy and an awkward sort of work environment, reduce efficiency, cause gold bricking or bring embarrassment to the company.

Therefore, given the reason that employees are part of the organization in order to work there as productive players and dedicate the time that they are there to achieve efficiently the set targets for them, it is imperative for the organization to set rules and boundaries that would define the code of conduct of the employees. This is necessary to ensure a culture which is focussed and concentrated towards working for the overall benefit of the organization. In this context, the Dating and Relationship agreement in particular is not an unreasonable option exercised by the firms today. It is not that the firms are the enemy and are trying to smother emotional relationships that may occur between the employees. Organizations are spending huge amount of funds, time and effort in order to promote a family like feeling throughout the organization. They wholeheartedly support team work. They even have provisions wherein the existing employees can recommend their family members or friends as candidates for vacancies. Through the Dating and Relationship agreement, they are only trying to safeguard the interests and the reputation of the organization and its other employees and saving it from getting jeopardized by the romantic liaison of a couple of its employees, which may even be temporary.

In the example mentioned, both the employees are efficient workers. Jagruti Patel is a senior software engineer and Pritam Singh is being considered for promotion. The only issue for which they had been called by the GM (HR) was related to the non-professional relationship that was culminating between them. However, I think the manner in which the situation was handled by the GM (HR) is definitely a matter of debate. He could have handled the issue in a more sensitive manner rather than asking them to blindly sign the agreement or to threaten termination. The problem should’ve been discussed openly and more professionally. It seems as if there was no clause in the existing organization code of conduct regarding office romantic relationship. Given the situation, they should’ve been given the benefit of doubt. They did not let the relationship affect their work but if the organization does not want to promote such behaviour than they should’ve made their employees aware of it from the outset. Pritam and Jagruit should be asked to sign the agreement professionally, giving them the right to read the agreement, seek consultation or clarification. The existing policy should also be modified to include this clause. It should be binding on all, irrespective of the performance or the position of the employee. The need for the same should be communicated to the employees clearly so that they do not harbour any ill feelings and clearly understand the intent of the organization. The conditions for adherence and in cases of violation should also be included in the clause.

Thus, going by the old philosophy of Precaution is better than Cure, the Dating and Relationship Agreement should be put into place and be implemented but not on a case by case basis but at an organization level with appropriate sensitivity and utmost professionalism.