I would like to hear from all of you on "EMPLOYEE MARRIAGE POLICY".
I have to frame it in our HR Policy.
Kindly provide your valuable insights regarding this.
Situation : Suppose, an employee is hard working, punctual and associated with an organization approx 3.5 years and same situation applies to another employee. They started dating each other and convert their relation into legal marriage. But in mean time, performance,attendance ,punctuality of both the employee has affected. But company wants to create favourable conditions for them and hence wants to frame into HR policy.
Therefore,it is requested to all members kindly provide your opinions regarding this.
What is the process, Objective, eligibility, guidelines etc.

From India, Delhi
Hi Swathi,
Request you to note that any policy in an organization is not specifically related to any one, once a policy is drafted, approved and implemented then it is common to all the employees who comes under the purview.
In general the policy related to marriage talks about the applicability ie., employees who have completed 1 / 2 / 3 yrs of service, benefits like special leaves for number of days, gift amount and even some of the organizations specifically don't allow the couple in one department / unit etc., Celebration process is also part of the policy. If the couple are out of ESI and extension of coverage under Medi- claim etc., you can also think about the deployment like duty roaster etc.,
Hope you are clear

From India, Hyderabad
Dear Swati,
What you are asking is not marriage policy per se. What you have asked is how to handle a situation wherein the performance of the two employees drops as both of them fell in love.
Blooming of love at the modern workplaces is common. Today the society has become liberal and it gives choice to the youngsters to choose a life partner of their choice. Nevertheless, falling in love, though may happen at the workplace, it is their personal matter. If it impacts the productivity then they need to be counselled. This counselling is out of purview of any HR policy.
In the situation at hand, you knew the cause of the drop in performance. However, you need to handle this case as you would have handled any other performance issue. They need to be counselled and told clearly that their love cannot grow at the expense of the company's work. If the performance is not improved then it might create unpleasant situation and no person would like to see both of them going through a situation that creates bitterness in the minds. Happy proceeding of their love affair would depend on the meeting deliverable.
Do you have right person to counsel the couple in love? If not, then you may hire external counsellor.
Dinesh Divekar

From India, Bangalore
Thanks Dinesh for your valid inputs..... Regards Kameswararao
From India, Hyderabad
Thanks to all of you for your valuable insights.
From India, Delhi
Dear Madam,
Why do you need policy on a stand alone situation, where two employees who fell in love , decide to marry and because which there is drop in their performance? Handle it the way you think appropriate.
But if you have to draft a policy on employees getting married while in employment, you may consider the points suggested by Mr Kameshwarrao.
Vinayak Nagarkar

From India, Mumbai
Dear swati,
Would you tell specifically what is the exact querry?
Is that to prevent marriage between employees who are in your roll of the company? If that the case, then you have to prevent employment of Husband and Wife working together.
It is always better to introduce a system to take care all these you want to stop. You appreheneded the cause may result in fall of performance. Do not resort to 'shut door policy' rather bring a protective policy.
There is no issue you can adopt a policy that prevent employment of husband and wife. There are many organisations have their HR policy not to employ any member of the employee as long one is on service. Our learned members also provided key points to be adhered.

From India, Mumbai
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