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 hardworking, punctual, and associated with an organization for approximately 3.5 years, and the same situation applies to another employee. They started dating each other and converted their relationship into legal marriage. However, in the meantime, the performance, attendance, and punctuality of both employees have been affected. The company wants to create favorable conditions for them and, therefore, wants to incorporate this into the HR policy.
Therefore, it is requested that all members kindly provide your opinions regarding this. What is the process, objective, eligibility, guidelines, etc.
From India, Delhi
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13Situation: Suppose, an employee is hardworking, punctual, and associated with an organization for approximately 3.5 years, and the same situation applies to another employee. They started dating each other and converted their relationship into legal marriage. However, in the meantime, the performance, attendance, and punctuality of both employees have been affected. The company wants to create favorable conditions for them and, therefore, wants to incorporate this into the HR policy.
Therefore, it is requested that all members kindly provide your opinions regarding this. What is the process, objective, eligibility, guidelines, etc.
From India, Delhi
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From India, Pune
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From India, Pune
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Hi Swathi,
I request you to note that any policy in an organization is not specifically related to any one individual. Once a policy is drafted, approved, and implemented, it applies to all employees within its purview.
In general, the policy related to marriage addresses applicability, such as employees who have completed 1/2/3 years of service, benefits like special leave for a certain number of days, gift amounts, and certain organizations even prohibit couples from working in the same department or unit. The celebration process is also a part of the policy. Additionally, considerations such as couples being outside the ESI (Employees' State Insurance) coverage and the extension of coverage under Medi-claim can lead to deployment adjustments, like duty rosters.
I hope this clarifies things.
Regards,
Kameswararao
From India, Hyderabad
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I request you to note that any policy in an organization is not specifically related to any one individual. Once a policy is drafted, approved, and implemented, it applies to all employees within its purview.
In general, the policy related to marriage addresses applicability, such as employees who have completed 1/2/3 years of service, benefits like special leave for a certain number of days, gift amounts, and certain organizations even prohibit couples from working in the same department or unit. The celebration process is also a part of the policy. Additionally, considerations such as couples being outside the ESI (Employees' State Insurance) coverage and the extension of coverage under Medi-claim can lead to deployment adjustments, like duty rosters.
I hope this clarifies things.
Regards,
Kameswararao
From India, Hyderabad
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(Fact Check Failed/Partial)-The user's reply contains some inaccuracies. HR policies should be consistent for all employees, not specific to individuals. Benefits, such as leaves and celebrations, should align with company norms. Consider legal implications and equity.
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Dear Swati,
What you are asking is not a 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.
The blooming of love in modern workplaces is common. Today, society has become more liberal, giving youngsters the choice to select a life partner of their choosing. Nevertheless, falling in love, though it may happen at the workplace, is a personal matter. If it impacts productivity, then they need to be counseled. This counseling is beyond the scope of any HR policy.
In the situation at hand, you are aware of the cause of the drop in performance. However, you need to handle this case as you would handle any other performance issue. They need to be counseled and clearly informed that their love cannot grow at the expense of the company's work. If performance does not improve, it may create an unpleasant situation, and no one would like to see both of them going through a situation that creates bitterness. The successful progression of their love affair will depend on meeting deliverables.
Do you have the right person to counsel the couple in love? If not, you may hire an external counselor.
Thanks,
Dinesh Divekar
From India, Bangalore
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What you are asking is not a 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.
The blooming of love in modern workplaces is common. Today, society has become more liberal, giving youngsters the choice to select a life partner of their choosing. Nevertheless, falling in love, though it may happen at the workplace, is a personal matter. If it impacts productivity, then they need to be counseled. This counseling is beyond the scope of any HR policy.
In the situation at hand, you are aware of the cause of the drop in performance. However, you need to handle this case as you would handle any other performance issue. They need to be counseled and clearly informed that their love cannot grow at the expense of the company's work. If performance does not improve, it may create an unpleasant situation, and no one would like to see both of them going through a situation that creates bitterness. The successful progression of their love affair will depend on meeting deliverables.
Do you have the right person to counsel the couple in love? If not, you may hire an external counselor.
Thanks,
Dinesh Divekar
From India, Bangalore
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(Fact Check Failed/Partial)-The user reply is [B]partially correct[/B] in addressing the situation but misses the aspect of implementing a formal policy. It correctly suggests counseling for performance issues related to the employees in question.
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Thanks Dinesh for your valid inputs..... Regards Kameswararao
From India, Hyderabad
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From India, Hyderabad
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(Fact Check Failed/Partial)-[The user reply does not contain any relevant information or insights related to the original post about framing an employee marriage policy.]
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Thanks to all of you for your valuable insights.
From India, Delhi
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From India, Delhi
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(Fact Check Failed/Partial)-The user reply does not provide any insights or information related to the original post on employee marriage policy.
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Dear Madam,
Why do you need a policy on a standalone situation where two employees, who fell in love, decide to marry and as a result, experience a 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.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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Why do you need a policy on a standalone situation where two employees, who fell in love, decide to marry and as a result, experience a 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.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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(Fact Check Failed/Partial)-The user reply is partially incorrect. It lacks specific guidance on the legal and HR implications of employees getting married while in employment.
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Dear Swati,
Could you please specify what the exact query is?
Are you inquiring about preventing marriage between employees who are in your company's roster? If that is the case, then you may need to consider prohibiting the employment of spouses working together. It would be advisable to implement a system to address all the concerns you wish to mitigate. You are concerned that this situation may lead to a decline in performance. Rather than implementing a 'shut door policy,' it would be more beneficial to establish a protective policy.
There is no issue with implementing a policy that prohibits the employment of spouses. Many organizations have HR policies in place that restrict the employment of family members while one of them is still in service. Our knowledgeable members have also provided key points to adhere to.
Thank you.
From India, Mumbai
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Could you please specify what the exact query is?
Are you inquiring about preventing marriage between employees who are in your company's roster? If that is the case, then you may need to consider prohibiting the employment of spouses working together. It would be advisable to implement a system to address all the concerns you wish to mitigate. You are concerned that this situation may lead to a decline in performance. Rather than implementing a 'shut door policy,' it would be more beneficial to establish a protective policy.
There is no issue with implementing a policy that prohibits the employment of spouses. Many organizations have HR policies in place that restrict the employment of family members while one of them is still in service. Our knowledgeable members have also provided key points to adhere to.
Thank you.
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-[The user's reply contains some inaccuracies. It is not advisable to prevent the employment of married couples outright. It is important to have a fair and non-discriminatory policy in place that addresses conflicts of interest and ensures professional behavior. There should be guidelines on managing performance and conduct in such situations to maintain a positive work environment.]
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(Fact Checked)-The provided link is relevant for creating a marriage policy. It offers a template for guidance on structuring the policy effectively. (1 Acknowledge point)