Coldplay Concert’s Viral Moment: How Should Leaders Respond?

One guarantee of being human is that you will make mistakes. However, it is not everyday that your most unbecoming moment goes viral and you face mass public scrutiny. That is exactly what happened to the CEO of Astronomer, a technology company, when he was caught closely embracing the company’s Chief People Officer (who is not his wife) on the “kiss cam” at a Coldplay concert. Following the viral exposure, the CEO has since resigned from his position.

The recent incident presents an opportunity for HR professionals to thoughtfully reassess policies related to workplace dating, harassment prevention training, and investigation procedures following employee complaints. While human error and lapses in judgment are sometimes inevitable, Human Resources should establish strong policies and practices to reduce a company’s exposure.

Evaluate Your Policy Options

Assess your company culture and decide what kind of policy makes the most sense for your business. Take note: California employers cannot implement an outright ban on workplace dating amongst coworkers; however, you may prohibit dating between supervisors and their subordinates. You may also require employees to disclose workplace relationships to their direct supervisor or Human Resources. With knowledge of a relationship, you can confirm that it is consensual, transfer an employee to a different department/supervisor if necessary, and minimize the risk of future harassment and retaliation complaints.

Make sure your policy is clear that workplace “relationships” not only refer to formal dating arrangements but also less formal interactions, such as “casual dating” and “hookups.” Your policy should also address standards of conduct and prohibit activities such as practical jokes and horseplay in the workplace.

Update and Distribute Your Anti-Harassment Policy

Even if you do not have a policy specifically addressing workplace relationships, all employers are required to have a written policy prohibiting unlawful harassment, discrimination, and retaliation. Distribute this policy to your employees for acknowledgment upon hire and upon updates. CEA members can access an up-to-date sample policy here.

Get Compliant with Required Training

Employers with 5 or more employees must provide 1 hour of harassment prevention training to all employees and 2 hours of harassment prevention training to supervisors. This training must be interactive and is required every 2 years. CEA is here to help you get compliant—review our service options here!

Decide how to Handle Workplace Investigations in Advance

If you receive an employee complaint about harassment, bullying, retaliation, or favoritism, you should promptly, thoroughly, and impartially investigate whether any of your company policies have been violated. If you aren’t experienced in workplace investigations, CEA can provide support with your Company-led investigation. Learn more information about workplace investigations!

Tricky employee relations issues? CEA members can contact our subject matter experts via phone, email, and live chat. Not a member? Call us today to learn more at 800.399.5331.