Opinions
Lessons from the “kiss cam” fiasco
by Michele Majul-Ibarra
When two concertgoers decided to attend a Coldplay concert together in Foxborough, Massachusetts, on July 16, 2025, unbeknownst to them the jumbotron camera zoomed in on their intimate moment. Their awkward attempt to duck out of the camera’s view was broadcast throughout the arena and online. Within hours, the clip had gone viral.
The two concertgoers were later identified as Andy Byron, CEO, and Kristin Cabot, Chief People Officer of Astronomer, a New York-based private data operations company. As the video continued to spread across social media, the two executives were immediately placed on administrative leave as Astronomer’s board of directors launched a formal investigation. Byron resigned in just a matter of days.
As I’m sure you have seen, the viral video sparked memes and questions around workplace ethics particularly since the issue involves top levels of leadership.
Are romantic relationships allowed at work? In general, there is no legislation in Canada that explicitly prohibits romantic relationships at work. However, employers are expected to maintain a respectful, harassment-free environment. Relationships that create a conflict of interest or lead to harassment may trigger an investigation that may in turn lead to disciplinary action.
What happens when a boss and a subordinate are in a relationship? When senior leadership becomes entwined in undisclosed personal relationships, it makes it impossible for employees to raise concerns. HR leaders, in particular, are supposed to be stewards of workplace culture, and are responsible for fostering desired employee behaviours. The CEO, on the other hand, as the highest-ranking executive, is responsible for the overall success of the company, but more importantly, their reputation plays a significant role in how their company image is perceived. When a boss and subordinate are in a relationship, it can fuel perceived preferential treatment, which can negatively impact staff morale. This type of issue can even arise where there is no direct reporting relationship. In addition, given the power imbalance between a boss and a subordinate, questions may arise among staff as to whether the relationship is truly consensual.
Can a workplace relationship lead to termination? Yes, it can, but it depends on the situation. A supervisor engaged in a romantic relationship with a subordinate is risky business. Most employers have policies addressing sexual harassment and conflict of interest. These policies are tools used by employers to convey their expectations of their staff and their management team. For example, in the case of Reichard v. Kuntz Electroplating, the Ontario court upheld the dismissal of a long-serving manager for failure to disclose his romantic relationship with a subordinate, which violated their company policy. Interestingly, this case also included evidence whereby the plaintiff had falsified an “emergency day” in order to attend a concert with his subordinate.
When leaders fail to disclose a conflict of interest, it creates liability for the company. Where a romantic relationship exists between a superior and a subordinate, it is the employer’s responsibility to take immediate steps to ensure that conflicts of interest are prevented. For employees considering a workplace romance, it would be a good idea to understand your company’s policies and to avoid having relations with a direct supervisor. If you are currently dating a coworker or a supervisor, as awkward as it may be, it is best practice to make your employer aware as there are risks associated with hiding the relationship. And again, reviewing your company’s conflict of interest policy would be a good idea.
This article is intended for information purposes only and not to be considered as professional advice.
Sources
https://www.cbc.ca/news/coldplay-viral-video-surveillance-1.7588810
Michele Majul-Ibarra, BA (Psych), IPMA-ACP, C.I.M. is a Director of Human Resources in the public sector. She holds the Advanced Certified HR Professional Designation with the International Personnel Management Association, and holds the professional designation C.I.M. through Chartered Managers Canada.