McDonald’s CEO, Steve Easterbrook, engaged in a consensual relationship with a McDonald’s employee, violating the company’s policy. Following the policy violation, McDonald’s fired CEO Easterbrook for “[demonstrating] poor judgment.”
Relationship with Employee
Mr. Easterbrook became the company’s CEO in March of 2015. However, the board voted this past Friday to fire Easterbrook upon investigation of his relationship with an unnamed McDonald’s employee. A McDonald’s spokeswoman provides little information about the relationship or when the board discovered it.
Two days after the board’s vote, Mr. Easterbrook wrote an email to McDonald’s employees admitting that he made a mistake and that he violated the company’s policy on personal conduct. In the email Mr. Easterbrook further explained that he believed that given the company’s values, he agreed with the board that it was time for him to move in.
McDonald’s Company Changes
As a response to concerns of national workplace sexual harassment, McDonald’s recently began new online and in-person training programs for all of the company’s employees in the U.S. In an effort to combat sexual harassment in the workplace, McDonald’s hoped these changes would satisfy the company’s critics. However, their efforts may have been unsuccessful thus far.
In fact one critic, Tanya Harrell, believes McDonald’s is not addressing and conversely ignoring demands of concerns of sexual harassment. Harrell, who leads the campaign for a $15 minimum wage, said employees of McDonald’s filed dozens of complaints with the company demanding it takes action to address workplace sexual harassment. And yet, Harrell claims McDonald’s has ultimately ignored these complaints.
Harrell further suggests that the firing of Mr. Easterbrook furthers her allegations that the company exhibits a toxic attitude toward sexual harassment in the workplace.
Chris Kempczinski, past president of McDonald’s America, will replace Mr. Easterbrook as CEO.
McDonald’s Ongoing Sexual Harassment Claims
This past summer, McDonald’s faced allegations of sexual harassment from over 20 employees. The employees who filed sexual harassment lawsuits against McDonald’s Corporation included allegations of groping, indecent exposure, propositions for sex by supervisors, lewd comments, and retaliation from the workers’ employers.
Later, protests broke out in response to the rampant allegations against the company. However, the firing of Mr. Easterbrook who violated the company’s policy by engaging in a relationship with an employee, may be a step in a better direction.
Workplace Sexual Harassment
Sexual harassment includes any unwelcome advances or conduct of a sexual nature or based on someone’s sex that create a hostile work environment for the victim. These advances can be severe and pervasive. The conduct can interrupt the victim’s ability to feel comfortable in the workplace. Sexual harassment may include conduct of a sexual nature that is physical, verbal, or visual. The following actions are examples of sexual harassment in the workplace: commenting on a person’s clothing, making sexual innuendoes, inappropriate touching, following another around, showing inappropriate pictures to another. Unwelcome advances from another individual may constitute a claim for sexual harassment.
Proving retaliation in the workplace can be very difficult. The employee experiencing sexual harassment should record any instances of retaliation from employers.
Red Bank Sexual Harassment Lawyers at McOmber McOmber & Luber, P.C. Can Handle Your Sexual Harassment Case
Workplace sexual harassment can happen to anyone. As a result, victims can feel hopeless and fear retaliation from their employer for reporting the advances. You are not alone and we are here to help you. Please contact the skilled sexual harassment Red Bank lawyers at McOmber McOmber & Luber, P.C. Call our Red Bank office at 732-842-6500, our Marlton office at 856-985-9800, our Newark office at 973-878-9040 or call 888-396-0736 or contact us online for a free consultation.