Tainted love: is it all over for the workplace romance?
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I see nothing wrong with it but lying and deceiving about it could obviously be a problem -- destroying trust
Workplace relationships have existed as long as there have been workplaces. Many people find their life partners in the place where they spend most of their waking hours.
But the politics of the office romance have changed. For generations of senior male executives, relationships with more junior staff were commonplace. Now they are a minefield.
BP’s chief executive, Bernard Looney, has become the latest business leader to find this out to his cost.
His shock resignation took the markets off guard. Looney was forced to fall on his sword after admitting that he had failed to be fully transparent with the BP board about the number of colleagues with whom he had engaged in personal relationships. The company’s directors said they expected everyone at BP to behave in accordance with its “strong values”, while requiring its leaders to “act as role models and to exercise good judgment”.
Looney thereby joins the not-so-hallowed halls of executives whose careers have been scuppered by private dalliances.
Just days after Looney’s departure, Edward Tilly, the chair and chief executive of US-based stock market operator Cboe Global Markets, resigned after a company investigation found he had failed to disclose “personal relationships with colleagues” which “violated” company policies.
Steve Easterbrook, the British chief executive of the US group McDonald’s, was fired by the fast-food company in 2019 for violating company policy, which forbids managers from having personal relationships with direct or indirect employees. Easterbrook was this year fined $400,000 (£328,000) and banned as an officer and director for five years by the US stock market regulator for “allegedly concealing the extent of his misconduct” by failing to disclose other relationships with other colleagues.
In April, Jeff Shell departed as boss of NBC Universal, one of the world’s largest media groups, after acknowledging an “inappropriate relationship” with a female colleague.
US companies have traditionally had stricter guidelines than British employers. Some implement so-called “love contracts” – signed by two colleagues confirming they have freely chosen to enter a romantic relationship – which are designed to prevent potential future sexual harassment claims.
Such contracts would not be possible in the UK.
“US corporations do have outright bans on their management having relationships at work. In the UK that would be illegal under our Human Rights Act because of the right to a private life and the right to a family life,” said William Granger, a partner at the law firm Wedlake Bell, who specialises in employment matters.
However, he said UK companies increasingly expect senior leaders to declare relationships with colleagues either on joining, or when they are promoted.
Granger said firms’ HR departments needed to tread carefully to protect employees’ privacy and keep any disclosed romances confidential.
Tina Chander, a partner and head of employment at the law firm Wright Hassall, said that on a basic level, office romances could be challenging for employers, especially at smaller organisations, because they could knock productivity.
“I’ve been practising employment law for about 16 years and I have dealt with issues arising from what we call workplace romances. I think they used to be very, very hidden,” she says.
Warwickshire-based Wright Hassall conducted their own survey about workplace relationships in 2022, finding that almost a quarter of the 2,000 people polled had had a romantic encounter with a colleague.
Chander adds: “They can impact performance because people will be emailing all day or having conversations as opposed to actually getting on with their jobs.
“It can also cause unrest among the wider workforce if that relationship is between two different tiers of staff.”
This is the particular concern for businesses: that romantic relationships – especially those between a boss and a more junior staff member, where there is an imbalance of power – could lead to unfairness, or accusations thereof, if other members of the workforce feel that a boss’s partner could be given preferential treatment, including bonuses or promotions.
Indeed, BP’s own code of conduct for staff makes clear that “a conflict of interest may occur when your interests or activities affect, or appear to affect, your ability to make objective decisions for BP.”
It specifies that this can include “having an intimate relationship with someone whose pay, advancement or management you can influence”.
One way for organisations to prevent conflicts of interest resulting from office romances would be to move one partner to a different department – especially if their liaison was with their line manager – although this would be far easier in larger organisations.
A question for those who embark on a relationship with a colleague may be at what point they decide to report the start of a relationship.
A key moment for organisations comes when appointing, or promoting senior executives, according to Ann Francke, the chief executive of the Chartered Management Institute, something which has once again come into focus as a result of Looney’s departure from BP.
“Boards and senior leaders would be well advised to thoroughly probe not only the competence of senior executives, but also their behaviour, prior to appointing,” she said.
There had been a generational shift, said Francke, with staff “much more likely to put pressure on organisations to deal with these behaviours”. The solution, she said, was to act before the fallout damaged the business.
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We're in Trouble: When Teaching American Values Is Considered Problematic
If news anchors and teachers union representatives continue to label pro-American and age-appropriate educational materials as “problematic,” does it mean our schools are in more serious trouble than we thought? YES.
Over the past several weeks, television and online media continues to lose their virtual minds with the news that PragerU Kids is now approved to provide supplemental and optional curricula in Florida, Oklahoma, New Hampshire, and now Montana. Vanity Fair has multiple articles lambasting PragerU’s content. USA Today, Forbes and People all jumped on the groupthink bandwagon too – with talking points nearly identical to Daily Beast’s initial interpretation. MSNBC’s Alex Wagner scoffed that our videos mention Judeo-Christian values on occasion—despite that our Pledge of Allegiance contains the words “under God” and the fact that the official motto of the United States remains (at least, for now) “In God We Trust.” Local news stations have featured countless panicked soundbites from uninformed parents and union reps committing to keep PragerU Kids “out” of their schools. Media Matters for America ranted on X detailing our “lowlights.” And, Yahoo News warned readers that we “lack academic accreditation” despite countless school districts across America currently using non-accredited teaching materials from Black Lives Matter that encourage political activism and Amaze.org that includes videos on pan-sexuality.
While accusations labeling PragerU Kids as “right-wing propaganda in schools” are outright lies (go to our website and judge the videos for yourself), the frenzy started as hilarious but now has turned terrifying for everyone – regardless what side of the aisle you happen to be on. Why does aiming to unite youngsters, despite our differences and historical faults, make people angry? Because much of our school system, government leaders and powerful unions no longer seem to want children to be unified as Americans. Rest In Peace, E Pluribus Unum?
Another tragedy is that the media, school boards, and educators have bought into the anti-American rhetoric. Civil discourse and rational questions from concerned parents and citizens continue to be squashed online and in public forums, in what seems to be an effort to protect a politicized education system that not only embraced the idea that America is a terrible place, but has also downright failed children.
Recent findings from the National Assessment of Educational Progress (NAEP) prove reading scores have plummeted to dismal levels, with 30-40% of 4th graders falling below basic standards. The NAEP recently cited “20 years of progress… gone.” Only 13% of America’s 8th graders are capable of explaining significant people, places, and documents in U.S. history. Meanwhile, many state education departments insist on prioritizing gender fluidity activities, systemic racism lessons, and Social Emotional Learning (SEL) surveys that ask young learners if they are “non-binary”—often without parental knowledge or consent.
And, if parents like me question these separatist tactics and realities in a public forum, we are told to shut up for being racist or unkind. For decades, the left has stripped us of having a voice for our own children’s education—scrapping American values and ideas from schools while promoting radical ideology and rewriting history. The result? Timeless American values like hard work, equality, responsibility and tolerance are lambasted as being “problematic.”
This is a major problem.
As a California mom, I sought choice. I pulled my children out of our “high-performing” school district years ago because of age-inappropriate initiatives and lack of transparency. Those of us who begged for a renewed focus on academics that support common cultural literacy to connect us as Americans are labeled “domestic terrorists” or “extremists.” We refuse to be bullied anymore.
And, PragerU Kids—created by a few moms in California two years ago, who were frustrated with activism in our classrooms (me being one of them)—is now approved to provide a bridge between parents and educators seeking wholesome options for children. What does this mean? Transparency and local control. Schools in Florida, Oklahoma, New Hampshire, and Montana (with more states being added soon) now have the option to use our materials and turnkey lesson plans at their discretion, per needs that differ from district to district—whether that includes our Otto’s Tales books about American holidays for young learners, our Cash Course video about understanding taxes, our Street Smarts episode about the Bill of Rights, or our 5-Minute Video about president Calvin Coolidge’s accomplishments. No secrets. No surprises. You don’t like something? Don’t use it. How does this squash diversity of thought, critical thinking, or freedom of speech?
Yes, PragerU Kids is a firm believer in teaching students life skills, goodness, appreciation for each other, and love for country with wholesome materials—what any reasonable American parent wants. And if learning about how money works, how our government was set up to function, or how America is a great country to live in is now considered “harmful and hateful,” liberals and conservatives should equally be terrified.
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The 'Don't Hire Women' Act
Having a baby? There's a new law meant for you: the Pregnant Workers Fairness Act.
America needs this law, say activists, because "pregnant workers, especially those in low-wage and physically demanding jobs, have been forced to choose between their health and a paycheck."
In my new video, Vanessa Brown Calder, director of Family Policy at the Cato Institute, explains why this new law will make life worse for many women.
"These policies are motivated by good intentions," says Calder. "But that doesn't mean that the consequences of these policies will turn out well."
Calder, who is pregnant, thinks the law will lead to fewer women being hired in the first place.
The Americans with Disabilities Act is a good example of that.
Both Democrats and Republicans applauded when President George H.W. Bush signed it. Everyone loves the ADA.
But the law hurt disabled people who want to work.
Before it passed, more disabled people got jobs, year after year. When it passed, almost 30% were in the workforce. But once the ADA passed, employment of disabled workers dropped by half!
It happened because of the job "protection." Employers fear disability lawsuits. They're afraid that if a disabled person doesn't work out, they'll never be able to fire them. Now the Pregnant Workers Fairness Act will make hiring young women risky.
"You may be a lawsuit bomb," I say to Calder, who nods and says: "It does make women more risky and more costly to hire. Employers don't know exactly what accommodation the woman might ask for."
It's safer for the employer to say, "I'm just not going to hire you. There's no way for the government to know why I didn't hire."
"Companies get good at working their way around these regulations," Calder responds.
But government officials assume their laws will do what they're supposed to do. They also are eager to please special interest groups.
The chair of the Equal Employment Opportunity Commission went before cameras to brag that this law has support from "businesses, faith, health, women's and civil rights organizations!"
So, what?
"Activists think of the short-term effects of the law," says Calder. "It's pretty easy to get behind a superficial reading of the Pregnant Workers Fairness Act and think that it could be a good idea."
"The momentum is always for more rules," I say.
"Oftentimes there's guidance issued many years after the fact," says Calder. "This is probably just the beginning."
The growing number of rules kills jobs in several ways.
Since the rule applies to companies with 15 or more employees, it's an incentive for companies with 14 employees to stay small.
"You get penalized as you grow," says Calder.
"Without a law like this, who would hire someone like you?" I ask. "You might have more medical problems. You're going to leave, for weeks at least."
"Pregnant workers bring a lot to the table," she responds. "Many employers see that. But when you create a one-size-fits-all policy like this, it starts to raise many employers' concerns."
I ask: "The Cato Institute should have the right to fire you because you got pregnant?"
"I think they should," responds Calder. "Because I want people like me to be able to be hired in the first place."
Exactly. I'm a stutterer. I didn't have my stuttering under control when I applied for my first job. Had the ADA existed then, I could have demanded special accommodation. "Disability lawyers" would have been ready to protect my "rights."
No TV station would have risked hiring me! I would have never gotten a chance.
Now the Pregnant Workers Fairness Act will kill opportunities for women.
https://townhall.com/columnists/johnstossel/2023/09/27/the-dont-hire-women-act-n2628985
***********************************************Decay: Major Retailers Announce Hundreds of New Store Closures Due to Mounting Crime in Cities
Back in the tumultuous summer of 2020, rioting was shockingly widely excused within Democrat-Left political circles -- to the point that Joe Biden indulged "defund the police" toxicity, and Kamala Harris encouraged her supporters to contribute to a radical bail fund for criminals. A prominent news editor was forced out of his post by a howling mob for allowing a headline that critiqued property destruction. Terrible, lasting, destructive pro-criminal policies were enacted, in the name of "progress" and "equity." We were even lectured by "experts" not to accurately describe the criminal activity exploding across the country. Our society is still grappling with the consequences more than three years later.
One of the fashionable justifications for rioting and looting was that large companies held insurance policies, so such crimes were, essentially, victimless. This was always dangerous ignorance. It fueled lawlessness that has resulted in immense harm and even deaths. Many small businesses could not, and still cannot, weather crime sprees. Blathering about insurance doesn't save a family-owned store teetering on the brink, as neighborhood safety deteriorates. Even large corporations can only withstand so much, hence the exodus of businesses from decaying urban center and the shuttering of franchises by enormous companies like Starbucks (which has faced other woke comeuppance), McDonald's, Whole Foods, and other major chains.
When, say, a Walgreens location is closed down due to crime and deteriorating conditions, "insurance" doesn't fix that. It doesn't magically provide new jobs for the displaced employees. It doesn't suddenly furnish local senior citizens with convenient local options to pick up necessary prescription medication. It doesn't patch up a community that's slowly, or rapidly, circling the drain. These are very real costs, for real people. And the wages of such reckless policies continue to pile up across America's major cities -- the vast majority of which operate under one-party rule. The damage continues:
CVS is set to close hundreds of stores across the country as it undergoes a complete retail overhaul – as more outlets move towards online sellers amid rampant increases in crime. The major drugstore chain is coming to the end of a policy launched in 2021 which will see 300 stores closed each year - meaning 900 will have shuttered by 2024. In the announcement, which has hit headlines again recently amid rampant shoplifting at the chain, bosses they said that they were undergoing a new 'retail footprint strategy.' ...Thousands of stores across the US have been forced to lock up basic products like toothpaste and deodorant following a spike in shoplifting...Stores catch shoplifters roughly 2 percent of the time, with the average shoplifter being arrested once out of every 100 incidents...Rival pharmacies are making similar moves to close their doors, with Rite Aid and Walgreens also closing stores. Rite Aid announced it would close two more stores earlier this month, following the closure of 25 stores earlier this year, amid reports the company is preparing to file for Chapter 11 bankruptcy.
These decisions aren't entirely about crime; other pressure-building trends are also in the mix. But consequence-free lawlessness plunges a dagger into any hopes of keeping many of these brick and mortar stores open. Companies can't make a profit and can't keep employees safe. Another new example:
Target put itself in some consumers' crosshairs by wading into certain controversial culture war matters, reaping negative impacts from resulting boycotts. Throw in "mounting thefts and organized retail crime," and it's literally lights out for multiple locations, and potential unemployment for dozens or hundreds of people -- including those who can't afford to commute to other retail locations further away. The great hollowing out continues:
Target will close nine store in four states, including one in East Harlem, New York and three in the San Francisco Bay Area, saying that theft and organized retail crime have threatened the safety of its workers and customers. The closings, which will be effective Oct. 21, also include three stores in Portland, Oregon, and two in Seattle...Target described the decision as "difficult." "We know that our stores serve an important role in their communities, but we can only be successful if the working and shopping environment is safe for all," Target said in a statement on Tuesday.
New York City, the Bay Area, Portland, and Seattle. What a surprise. We've seen similar movement in Chicago, who's soft-on-crime leaders then have the gall to complain about the "food deserts" being created by their own failed policies (with the mayor now suggesting a guaranteed-to-fail communist "solution" out of desperation). "They have insurance" doesn't cut it, and it can't make up for gaping holes in business models that are this large. The words "only modestly" are doing a lot of work in this report:
Retail executives over the past year have talked a lot about “shrink” — or the losses they take due to theft, fraud or employee error — amid a flood of headlines about sometimes violent organized thefts at stores. But results from a retail-industry survey released Tuesday found the metric rose only modestly last year. The report from the National Retail Federation, a retail industry group, found that the average shrink rate in 2022 crept higher to 1.6% from 1.4% in the prior year, when calculated as a share of sales. The figure from 2022 is in line with those seen in 2020 and 2019. Still, the losses amounted to billions of dollars — $112.1 billion, up from $93.9 billion in 2021 — according to the report. And the report said that retailers were increasingly concerned about the violence of those crimes.
The costs of "shrink" aren't just absorbed. They're passed down to consumers, which is the last thing consumers need in an age of sky-high, inflation-fueled prices. Either that, or stores disappear altogether. Call it a Democratic policy two-fer.
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http://dissectleft.blogspot.com (DISSECTING LEFTISM)
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http://australian-politics.blogspot.com (AUSTRALIAN POLITICS)
http://snorphty.blogspot.com/ (TONGUE-TIED)
http://jonjayray.com/blogall.html More blogs
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Kristina Pimenova, once said to be the most beautiful girl in the world. Note blue eyes and blonde hair
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