THE
hits just keep on coming. And
not in a good way. Recently,
several high-profile corporate leaders
have toppled from their place up high
because of "indiscretions."
Take Mark Wiseman, for example.
Previously the CEO of the Canada Pension
Plan Investment Board for four years, he
went on to become managing director
at BlackRock in New York in 2016. But
that ended recently when the company
announced that Wiseman was leaving
after violating the company's "relationship
at work" policy.
Similarly, McDonald's dismissed its
four-and-a-half-year president and CEO,
Steve Easterbrook, in November after he
violated company policy by engaging in a
consensual relationship with an employee.
The fast food giant forbids managers from
having romantic relationships with direct
or indirect subordinates.
And in 2020, David Drummond, chief
legal officer at Google, announced he was
resigning more than a year-and-a-half
after allegations he had a serious affair
with a subordinate. The company is said
to have a policy "discouraging" or "outright
banning" relationships with direct reports.
Maybe we shouldn't be too surprised.
Last year, an annual report by PwC
Strategy& found that for the first time
in an annual survey, more CEOs were
ousted due to ethical lapses than company
WWW.HRREPORTER.COM ISSUE 33.01
THE NATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT
Inappropriate
relations in the C-suite
Travelling with cannabis
Employers may want to take a look at
employee habits
/08
Dependent contractors
An in-depth look at recent legal
decisions suggests exclusivity is key
/22
Flirting at work
With the #MeToo movement, does the
fine art of flirting have to disappear?
/35
ALSO IN THIS ISSUE...
THE GLASS CEILING
Former HR professional suggests
women's personalities are partly to
blame /10
DISABILITY MANAGEMENT
What's the big cause of bottlenecks? A
new study finds out /12
OVERPAYING AN EMPLOYEE
Employers must always return wage
overpayments, but legalities vary /34 Policies > pg. 2
With #MeToo well established and sexual harassment claims on the
rise, why are executives still behaving badly? Sarah Dobson takes a
look at what HR be should be doing to combat the troubling trend
