Not gossip. Just a wake-up call.
You’ve probably seen the viral moment already: a CEO and their head of HR caught in an… extremely public moment. Now there’s a resignation. Headlines. Commentary. Memes.
I’m not here to recap gossip.
But I am here to say this: what happened isn’t just about workplace drama. It’s a legal, ethical, and structural issue and one that should make every business owner or leadership team pause and ask:
What would we do if this happened in our office?
Because when behavior at the top crosses a line — even outside the office — the ripple effects hit everything: morale, compliance, trust, reputation… and yes, legal exposure.
Let’s talk about it.
When the boss is involved, personal decisions can become company liability. This includes:
In Maryland, claims under Title 20 of the State Government Article allow employees to pursue workplace discrimination and harassment complaints beyond federal protections — and if your leadership behavior crosses lines, it opens the door.
Action Step:
Get your leadership team under the same code of conduct everyone else follows — or create a clearer one. That includes expectations for relationships, reporting, conflicts of interest, and public behavior.
It’s not just about having rules on paper. It’s about clarity, fairness, and preventing “but they’re the boss” confusion.
When the person in charge of investigating misconduct is the one accused of it? That’s a legal minefield.
Maryland employers — even smaller ones — can be held responsible if employees have no trustworthy channel to report concerns.
Action Step:
Set up an alternate reporting process for leadership and HR complaints. That might mean designating your outside counsel, a compliance consultant, or another neutral leader as the go-to.
This matters more than you think. In court, it can mean the difference between showing you took action or looking like you buried it.
Letting someone go — even a CEO — isn’t the end of the story. You still have to address:
Action Step:
After a leadership shakeup, schedule a full risk review. That includes reviewing employment agreements, updating internal policies, checking with your insurance carrier, and mapping out a staff communication plan.
Maryland law doesn’t require written policies on all these points but if you ever land in court, not having them makes your defense a lot harder.
You don’t need a 50-page manual. You need to know who calls whom, who investigates, how employees are informed, and what gets documented.
Action Step:
Create a simple leadership-level response plan. Make sure someone outside of HR (and ideally legal) is looped in. Update it annually. Don’t assume “we’ll figure it out.”
If your org chart has blind spots, the crisis will find them.
This isn’t about policing people’s private lives. It’s about protecting your business from getting dragged into them.
This quarter, do a leadership audit:
📍Maryland-specific tip:
If your company operates here, remember: under Maryland law, you can’t waive an employee’s right to report workplace misconduct, not even with a confidentiality clause. That means your policies and agreements have to thread the needle carefully.
My Take?
The point isn’t to moralize. It’s to be ready.
One misstep at the top can cost you trust, team culture, and real money. So don’t wait until something hits the fan to set your boundaries, build your process, or call your lawyer.
These are grown-up problems. And they need grown-up systems.
If you don’t know where to start, that’s where we come in.
Let’s put the right protections in place before you need them.
