It is strange while organizations are encouraging intra employee marriages there are a few like the above mentioned case which compels its employees to sign the love contract. Organisations who promote relationship (read marriage) believe that it will bring stability as the employees will think twice before looking for other jobs, leaving their spouses behind. In fact I have a few friends who actually hesitated to switch jobs because they didn’t want to leave their partners behind.
When these employers apply love contracts, do they also consider married couples? As these couples can perform the same activities that the organisation expects/fears the lovebirds to do. As far as favouritism is concerned, this can also happen between people from same region, caste or even to sycophants. I have come across people who end up always in the right side of the bell curve because they belong to the same region as that of their bosses.
When a code of conduct is already in place it’s unnecessary to enforce a love contract as favouritism or nepotism is inevitable in organisations for they are not quantitative in nature that somebody can measure. I am afraid if the same organisations consider one sided lovers for love contracts as they are also potential threats for favouritism.
A solution for the above case can be, that both Pritam and Jagruti sign the love contract in order to save their jobs for a while. Then Pritam looks for a job and converts it to another organisation. And being an HR who looks after recruitment it would not be difficult for him to provide Jagruti a new employment contract…
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