Where is the love?!

Love contracts are supposedly meant for two employees in a consensual dating relationship, that they will not allow the relationship to interfere with their work productivity. As Rani has rightly pointed out that that we can’t relate between non-performance at work and having a romantic relationship with one’s colleague, employers may choose to differ. But a more obvious reason for such contracts could be to limit an organization’s liability in case a relationship turns sour. There can be quite a lot of negative aspects to such a contract as well. The HR professionals might find themselves keeping track of employees’ personal relationships, which is not exactly an efficient use of time. Love contracts can be highly intrusive in nature, which might make the employee feel that their every move is being watched and that their personal lives is not so personal anymore. It might also effect the work environment negatively as people will always be on the watch and not talk to the opposite sex freely. The main issue lies with the ones who do not sign the contract. Either because they have successfully managed to keep their relation a secret or may be because one of them might be married or maybe they’re of the same sex and do not want to disclose the relationship to public scrutiny! There have been cases of hidden romantic liaisons between employees in spite of the company having existing laws and regulations. To reduce such further sufferings, ways needed to be paved out. A love contract can probably manage to limit litigations but not avoid them completely. Hence one should look for other solutions such as changing position of the employee within the company, a strong sexual harassment policy, etc. The trouble is not with some love contracts, or policies or employees. It’s the work culture that is being developed and rapidly being accepted. There will always be a Bill Gates who finds a wife in Melinda French at Microsoft. Then there always will be a Bill Clinton, who never knew what he was doing!