Discourage, don't forbid !

Going through the discussion taking place here, I am reminded of a similar policy that existed at IBM India Ltd, of which I was a part. One fine day, during a leisurely break, while going through the HR policies of the company, I stumbled upon a document which explained IBM's policies on employees involved in relationships. I remember reading that if an employee gets into a relationship with his/her manager, then he/she will need to change his/her manager. It clearly stated that there can be no reporting relationship between people who are romantically involved with each other. This, to me seems to be a fairer policy than having to sign a love contract.

I firmly believe that the senior management doesn't have a right to intervene in someone's personal relationship unless the organizational interests are getting harmed. In such a scenario, a call can be taken, but not before such a case arises. However, I would also like to stress on the fact that one must never take his/her relationship into the confines of the organization. If there's a reporting relationship between the couple, it is bound to attract objection from fellow colleagues. From one's conduct at the workplace, one must never give any indication of any romantic relationship with a colleague. Easier said than done though...... !

Unlike marriage, being in a relationship is very subjective. People in a relationship today, may not be in one tomorrow. Also, what may seem to be a relationship to some, may not be one actually. So it also matters how one defines a relationship, unlike marriage which is clearly defined. In such a circumstance, signing a contract seems a bit absurd. Also, the employees may later claim that they had been threatened/forced to sign the contract which happened in Pritam's and Jagruti's case. Lawyers themselves claim that they have had tough times settling disputes related to love contracts. Another issue that arises out of love contracts is that since majority of the relationships are between male supervisors and female subordinates and as the supervisors are difficult to replace, the female employees usually face the axe. This may lead to cases of sexual discrimination. Hence, I don't think that such issues should be documented (contracts etc) unless the employee's personal, private or social relationships endanger, injure or jeopardize the employer's legitimate business interests. In such a case, the management can take corrective action, as soon as the first signs of trouble appear. The couple can be warned of disciplinary action in the future. Signing a love contract, doesn't actually fulfill the larger purpose of the organization. Unfortunately, workplace dating is being treated as a liability management problem by many of the employers today. Their major fear is the birth of sexual harassment suits, if an office romance goes sour, which is quite a valid concern.
I think IBM uses a fair policy in this regard where the supervisor informs the HR department in case he/ she is in a relationship with a subordinate. The HR personnel then arrange for the internal relocation of the subordinate, where none of the parties are harmed. This is a more mature policy than 'love contracts' which seems to be a juvenile way of treating working adults.