With many companies starting to plan their holiday parties, it seems like a good time for a reminder that sexual harassment by co-workers can occur outside of work hours – and outside the workplace. It’s just as wrong as if it occurs in the workplace.
It’s not just holiday parties where things can get out of hand. You may get together with a few colleagues for Happy Hour at a nearby bar or restaurant. You may have a weekly softball game with co-workers or volunteer opportunities where you help out in the community. Then there are the annual company picnics.
All of these are settings where people are more relaxed than in the workplace. Sometimes, lots of alcohol is consumed. These things can cause people to behave in ways they wouldn’t in the workplace. They may not even realize that the same rules apply – but they do.
Employers’ responsibilities – and potential liability
Employers have a responsibility to investigate any report of sexual harassment by an employee – even if it occurred at an off-site location. They also have a responsibility to hold harassers accountable for their behavior. Otherwise, they could face liability.
This is a big reason why many companies have stopped having off-site holiday gatherings. If they do, many are no longer providing free alcohol. The risk of costly litigation is too great.
If you’ve been sexually harassed or assaulted by a fellow employee, whether at a social gathering, a convention or under any circumstances, it’s crucial to notify the appropriate parties in your company. It’s best to report it to Human Resources if you have an HR department. Otherwise, you should report it to your boss (or someone higher up if the harasser is your boss).
If your report isn’t acted upon or you suffer retaliation for reporting sexual harassment or assault, it’s a good idea to get legal guidance to determine your rights and your options.