Consensual romantic relationships happen at work. Some blossom into lifelong connections, while others cause only headaches for those involved and potential liability for employers. As such, it is imperative that employers have policies that address these situations. It may not be reasonable to have an absolute “relationship ban” for every level of the organization. However, for those higher on the food chain, or whenever there are power imbalances, it is necessary that employers address its expectations.

This became apparent with the recent separation of the chief executive officer at fast-food giant, McDonald’s. Steve Easterbrook was fired from McDonald’s after he engaged in a consensual relationship with an employee in violation of the company’s policy. After an investigation of the relationship by McDonald’s, the board decided to terminate Easterbrook’s employment, citing “poor judgment” on the part of the CEO. The CEO did eventually admit that it was a mistake to flout company policy and agreed to leave. It should not have taken an investigation for him to reach this conclusion, particularly in light of the #MeToo movement and the public’s awareness of and sensitivity to relationships where there is a clear imbalance of power. However, what if McDonald’s did not have a policy banning such workplace relationships? Would the board still have been correct to seek the CEO’s termination? The simple answer is, “yes.”

This content has been archived. It is available through our partners, LexisNexis® and Bloomberg Law.

To view this content, please continue to their sites.

Not a Lexis Subscriber?
Subscribe Now

Not a Bloomberg Law Subscriber?
Subscribe Now

Why am I seeing this?

LexisNexis® and Bloomberg Law are third party online distributors of the broad collection of current and archived versions of ALM's legal news publications. LexisNexis® and Bloomberg Law customers are able to access and use ALM's content, including content from the National Law Journal, The American Lawyer, Legaltech News, The New York Law Journal, and Corporate Counsel, as well as other sources of legal information.

For questions call 1-877-256-2472 or contact us at [email protected]