The holiday season is upon us, and it’s usually a great time for company celebrations, improved camaraderie, and a chance to create some lasting memories.
For employers, organizing holiday parties and other work events offers an excellent opportunity to boost morale and foster team spirit.
That said, these events can also be a breeding ground for potential misconduct, something no employer wants to worry about.
KEY TAKEAWAYS:
- Sexual harassment in the workplace is a serious allegation and often is more common during work parties and events.
- For a work event to go smoothly, you need to implement clear guidelines, effective communication, and regular training to ensure a respectful and harassment-free environment at all work events.
- If you find your company facing a sexual harassment allegation, it’s important that you seek legal counsel to make sure you know your legal rights throughout the process.
Ensuring that your work parties are harassment-free is crucial – not only for maintaining a respectful and safe environment, but also for protecting your company from any legal liabilities that could arise when someone’s behavior begins to be questionable.
Whether it’s a holiday work party, a team-building event, or even a casual Friday lunch at the office, let’s look at some ways you can ensure all your work events are harassment-free.
Drawing Boundaries: How Harassment is Defined in Colorado
In the state of Colorado, state and federal laws have been created to protect workers from workplace harassment, including sexual harassment.
The U.S. Equal Opportunity Employment Commission (EEOC) defines sexual harassment as any “unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.”
In Colorado, workplace sexual harassment is categorized into two main types: quid pro quo and hostile work environment:
Quid Pro Quo Harassment
Quid pro quo harassment occurs when an employer or supervisor makes employment decisions based on an employee’s submission to or rejection of sexual advances or favors.
Examples include:
- A manager threatens to fire an employee who refuses sexual advances.
- An employee is promised a promotion or benefit in exchange for sexual favors.
Hostile Work Environment
A hostile work environment arises when unwelcome sexual conduct becomes so severe or pervasive that it creates an intimidating, hostile, or offensive working atmosphere.
Examples of behavior contributing to a hostile work environment include:
- Touching, grabbing, or other physical conduct of a sexual nature.
- Making sexual jokes, comments, or remarks.
- Displaying pornography or sexually explicit images.
- Physically interfering with a person’s movement.
By understanding these definitions, employers and employees can both better recognize and be alert to workplace sexual harassment, no matter when or where it takes place.
Party Smart: 10 Tips for Keeping Your Workplace Functions Fun, Festive and Safe for All
No matter the occasion, it’s important to make sure that every workplace event is going to be enjoyable and safe for every employee.
Striking the right balance between festive fun and a professional environment can help prevent any potential issues that could arise.
Here are ten tips to keep in mind when planning your company’s next function:
1. Establish Clear Policies
Having clear, written policies regarding workplace behavior, including harassment and discrimination, is essential.
These policies should explicitly state that harassment of any kind will not be tolerated and outline the consequences of such behavior.
Key Points for Your Policy:
- Define what constitutes harassment, including examples.
- Explain the procedure for reporting harassment.
- Outline the investigation process and potential disciplinary actions.
- Ensure that the policy applies to all work-related events, including off-site and after-hours gatherings.
2. Communicate Expectations
Before the event, communicate your expectations clearly to all employees.
Remind them that the same standards of conduct expected in the office apply to work parties and off-site events.
Tips for Effective Communication:
- Send out a reminder email before the event outlining the behavior policy.
- Include a section about appropriate behavior in the event invitation.
- Have a brief discussion or meeting to reiterate the importance of maintaining a respectful environment.
3. Provide Training
Conduct regular training sessions on harassment prevention and workplace behavior well before the party gets started.
This training should be mandatory for all employees, including management. It should cover topics such as how to recognize harassment, how to report it, and the consequences of such behavior.
4. Designate Responsibility
Assign a team or individual responsible for overseeing the event and ensuring that all policies are enforced.
This team should be approachable and trained to handle any issues that may arise during the event.
5. Monitor Alcohol Consumption
Alcohol is often a factor in incidents of harassment and inappropriate behavior when it comes to work functions.
While it’s not necessary to ban alcohol entirely, it’s important to monitor its consumption carefully.
Tips for Managing Alcohol:
- Limit the number of drinks per person.
- Offer a variety of non-alcoholic beverages.
- Hire professional bartenders who can manage the serving and consumption of alcohol.
- Close the bar an hour before the event ends to allow employees to sober up.
6. Create a Safe Environment
Ensure that the event space is set up to encourage safe and respectful behavior.
This includes proper lighting, accessible exits, and areas where employees can seek help if needed.
Setting Up for Safety:
- Choose a venue that is well-lit and accessible.
- Arrange seating and activity areas to promote a positive social atmosphere.
- Provide information on how to contact security or the designated responsible team if needed.
7. Encourage Inclusive Activities
Plan activities that promote inclusivity and prevent the isolation or exclusion of any employees.
This can help foster a sense of belonging and reduce the likelihood of inappropriate behavior.
Inclusive Activity Ideas:
- Group games or competitions that require teamwork.
- Activities that cater to different interests and abilities.
- Ensuring all employees have the opportunity to participate and feel included.
8. Set the Tone from the Top
Leadership always plays a crucial role in setting the tone for workplace behavior.
Whether in the office or out on the town, ensure that management and senior staff lead by example and demonstrate respectful behavior at all times.
Leadership Actions to Promote:
- Attend training sessions with employees.
- Participate in activities and engage with employees respectfully.
- Address any inappropriate behavior immediately, regardless of who is involved.
9. Provide an Anonymous Reporting Mechanism
Employees may feel uncomfortable reporting harassment or inappropriate behavior, especially if the perpetrator is a colleague or superior.
Providing an anonymous way to report anything that has made them uncomfortable can help encourage employees to speak up without fear of retaliation.
10. Follow Up and Take Action
After your work event is over, think about following up with your employees and getting feedback, particularly on any reports or concerns that were raised.
It’s a good idea to conduct thorough investigations and take appropriate action if there have been any questionable concerns raised.
Make sure you document any conversations that are had and reach out to a skilled attorney if you feel there has been an incident that may require legal advice.
When Plans Go Awry: Geigle | Morales is Here for You
Organizing a harassment-free holiday party or work event requires proactive planning, clear communication, and ongoing commitment to creating a respectful workplace culture.
If you find yourself in a situation where even your best-laid plans resulted in a sexual harassment allegation, the Law Firm of Geigle | Morales is here to help.
Our experienced attorneys specialize in these types of cases and can provide the guidance and support you need to navigate the next steps for your employees and your organization.
Contact us today to learn more about our services and how we can assist you in ensuring your work events are harassment-free.
