Feature: Office romance - Okay or nay?

IT was a romance that cooked up a storm in fast food giant, McDonald’s.

Dating an employee led to the corporation’s top gun, McDonald’s chief executive officer Steve Easterbrook being fired.

Yes, it was a consensual relationship. But it violated company policy.

In November, it was reported that the McDonald’s board had determined that Easterbrook, who is divorced with three daughters, had “demonstrated poor judgment”.

Chris Kempczinski has since taken over.

During his four years as CEO, Easterbrook was credited with modernising the company and McDonald’s nearly doubled its share price under his leadership.

But the company’s policy is clear: employees who have a direct or indirect reporting relationship to each other are prohibited from dating or having a sexual relationship.

According to the McDonald’s Standards of Business Conduct, this is to avoid situations in which workplace conduct could negatively impact the work environment.

“It is not appropriate to show favouritism or make business decisions based on emotions or friendships rather than on the best interests of the company,” it reads.

For us in Malaysia, it is common to hear of couples at the workplace.

But whether companies make it clear to their employees about their stand on such relationships is another thing.

Malaysian Employers Federation executive director Datuk Shamsuddin Bardan says multi-national companies usually have policies on workplace romances.

But it is unlikely that local small and medium sized enterprises (SMEs) do.

This could be an issue since SMEs make up over 90% of all business establishments in Malaysia.

For Shamsuddin, the concept of bosses involved romantically with their subordinates is “an absolute no-no.”

“It is frowned upon by companies,” he says, adding that this applies even if the subordinate is from a different department.

Shamsuddin explains this is because there are times the different sections may need to work together or be affected by the other’s decisions.

In Malaysia, some companies do outline policies on such relationships but many others don’t.

“As such, Malaysia lacks clear policies on such matters.

“But if it does occur, it is the superior who has to bear responsibility because this person is in a position of power.

“Being in a relationship with an employee will not allow the superior to make objective decisions and judgments,” Shamsuddin adds.

However, he does acknowledge that while many meet their future spouse at the workplace, they should bear in mind to never let such relationships affect the company’s productivity.

In Shamsuddin’s opinion, sacking Easterbrook in the McDonald’s case isn’t a move that is considered too heavy-handed.

“There is no need to issue prior warnings. As a CEO, one should know not to let this happen,” he says.

Relationships should be declared

Some companies require workers who are romantically involved to declare their relationship to the human resources department.

And Shamsuddin recommends that Malaysian companies impose such requirements.

“This is to promote more transparency, and enable the company to act in advance to prevent possible conflict of interests.

“It will also be taken into consideration should there be any allegations of sexual harassment if the relationship turns sour,” he says.

He adds that such cases, if fabricated by one party for malicious intentions against the other, will take up company resources and time as sexual harassment is taken seriously by employers.

Shamsuddin urges employers to have clear written policies on office romances and ensure workers are aware of it.

“Some may say it is their human right to fall in love with whoever they want and the company has no right to interfere.

“But if the company’s performance can be affected, it shouldn’t happen,” he says.

SME (small and medium-sized enterprise) Association of Malaysia president Datuk Michael Kang also concurs that employees should declare to the company if they are in a relationship together.

Because it is tough to stop people from dating, he urges SMEs to come up with a handbook or guidelines on appropriate behaviour for workers to follow.

“It is rather impossible to control workers if they want to date each other.

“Personal relationships formed in the office are very common here.

“But as long as they deliver in their job and follow guidelines on appropriate behaviour, it should be fine,” he says.

Such guidelines should ensure office romance does not affect work productivity and company operations.

Kang admits that many SMEs lack clear policies on such matters and that leads them to face problems in transforming their business as they grow.

“SMEs should improve on human resource (HR) management.

“As it is, SME owners focus heavily on doing business and don’t have dedicated HR personnel.

“HR matters are often handled by account staff,” he adds.

Govern, instead of forbid

HELP University Department of Psychology head Elaine Fernandez believes companies would benefit to have clear cut behavioural regulations at work.

“Such regulations should not prohibit such relationships but govern instead what are appropriate, professional behaviours in the workplace,” she says.

Employees can also be reminded that the relationship and any conflicts from it will not be accepted as justification for weaker work performance.

“Clear policies need to be introduced for relationships involving superiors and subordinates to prevent favouritism and bias such as in performance appraisals,” she says.

If companies were to require workplace relationships to be declared, employees must be assured that their privacy and rights beyond the workplace will not be impinged upon as a result.

“Most people tend to self-select out of engaging in workplace romances to begin with, as they are clearly difficult to navigate.

“However, those who do find themselves in such a situation would benefit greatly from having clear guidelines to follow, as it would minimize uncertainty on their part, which could impact their job performance,” she says.

On its website, Jobstreet Malaysia published a guide for HR departments in managing workplace romance.

In the guide, it recommends HR departments to introduce a relationship code of conduct for co-workers who are dating.

“For example, behaviour that is unsuitable for the workplace such as public displays of affection like touching, kissing and other overt gestures should be prohibited.

“This is because such behaviour can have a negative effect on team morale and could encourage the spreading of rumours and gossip,” it reads.

It also suggests that offices update policies on sexual harassment. They also need to ensure that employees understand their rights and know that they are free to speak up should they feel that are being coerced, it adds.

Another way is to require employees to sign a “love contract”, drafted by the HR department which needs to be signed by employees who are dating.

“The purpose of the agreement is to clarify that the relationship between both parties is purely consensual while also underlining the organization’s stand on sexual harassment in the workplace,” it says.