What the world really needs is more love and less paperwork -- Pearl Bailey
As has been touched upon previously, love at the workplace is very common nowadays. Today’s work culture demands individuals to put in an immense amount of commitment in office not only in terms of dedication to the job but in terms of time too. We often hear of people earning huge salaries but what we tend to forget is that their life revolves around office mentally, physically and emotionally. Individuals are able relate with lives of each other at work. Gradually, they tend to share more, socialize outside the office and thus establish an emotional bond (like, Binayak rightly pointed out). This provides the platform for love to start in office. Individuals barely left with any life outside the office start searching for solace within their work surroundings. Earlier the concept of balancing professional and personal life (as Shruti has mentioned) was essential. The importance of this balance still exists but the ways people choose to balance may often find themselves falling in love in office itself.
In the story about Pritam and Jagruti we find that their GM (HR) tells them to sign a contract called “Dating and Relationship Agreement”. This contract in today’s scheme of things is often known as the ‘Love Contract’ or the ‘Consensual Relationship Agreement’. This is done by the company to ensure that they do not get involved in any legal complications during the course of the relationship, in the event of a break up or in any events that could follow a break up. There could be charges of sexual harassment, charges of nepotism etc. This kind of a contract enables the company to avoid getting into hassles in future. According to me, matters like sexual harassment are grave issues and they could come up with or without a love contract. The company can by no means brush away an issue like sexual harassment in its premises, whether there is truth in it or not. Favouritism and nepotism is also widely prevalent in offices, proving that they are not always dependent on a ‘love relationship’ and even if a Love Contract is in place, these issues have to be dealt with subjectively. Thus the contract would seem to be null and void.
There are various companies which promote love within the organisation and offer incentives to those who get married within the company. I shall cite an example from the company where I worked – Infosys. Few years back, there were incentives in place for people getting married within the company – the offers could range from holidays, pay packages or cars. These practices by companies aim to inculcate bonds within the company so that people do not leave their jobs and to prevent them from being distracted by their outside life. It is an attempt to try and integrate personal and professional life to help individuals strike that elusive balance. Though Infosys has done away with this practice, a lot of companies still pursue it. According to me these incentives also make no sense. Why should employees already married or ones unable to find a soul ate be devoid of such benefits? If people want to take advantage of it, they can always claim to fall in love within the company just to get hold of the incentives. On the other hand, some people may feel awkward receiving incentives from the employer for something as personal as a marriage.
In my opinion (as may be supported by many or opposed by others), neither a Love Contract work nor incentives can work. What should be in place is a general rule! There should be uniform regulations for all employees in an organisation. The HR practices should be such that everyone is treated with equity in terms of contracts and incentives. A culture to inculcate professional behaviour irrespective of affection or grudges between the employees should be infused that all is adhered by one and all in the company. These agreements should relate to behavioural norms, basic work customs, and should have strict policies against sexual harassment. It is essential to have a fair set of policies for all employees of a company and build that spirit of togetherness. Whether they are in love or not, they should adhere by the uniform set of policies. Everyone should be bound by the same set of rules and should realise their own responsibilities, duties and commitment to their job.
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