Office Holiday Parties and Sexual Misconduct: What Every Company Should Know

Five Important Tips from Sexual Misconduct Expert Lisa M. Friel at T&M Protection Resources

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Dec 13, 2011, 10:37 ET

NEW YORK, Dec. 13, 2011 /PRNewswire/ -- A young woman sits down to dinner at a fancy steakhouse. It's her first full-time job and first office holiday party. She and her colleagues are downing cocktails and suddenly she's pinned against a bathroom wall by an older male colleague, fending off his unwanted advances.

Such stories and ones with much more dire consequences are all too common this time of year, when companies hold their annual holiday parties. According to Lisa M. Friel, Vice President and Head of the Sexual Misconduct Consulting and Investigations division at T&M Protection Resources, incidents of sexual misconduct at office functions can place employees and businesses at tremendous risk.

Ms. Friel is former Chief of the Manhattan District Attorney's Sex Crimes Prosecution Unit. At T&M she provides public and private institutions -- including schools, universities, sports organizations and corporations -- expert education, consulting and investigative services centered on sexual misconduct.

"Whenever alcohol is present at work functions – whether it's the holiday party, a summer picnic or even a professional conference – the line between business and social interaction can blur," says Ms. Friel. "There is a real possibility that employees will overindulge and behave in ways that are inappropriate and even dangerous."

Ms. Friel offers companies the following five tips to help ensure office events aren't marred by sexual misconduct:

1. Mandate annual training centered on what constitutes sexually inappropriate behavior, including what employees should do if they witness this at office events. Schedule the training to take place close to Thanksgiving to reinforce its importance for the holiday season.

2. Alert employees that they are expected to drink responsibly at all office functions. This message is most effective if it comes from a senior person, preferably "the boss," whose behavior should serve as an example.

3. Invite spouses and significant others to events, when budgets allow. Their presence often curbs reckless behavior.

4. Designate a senior employee to monitor events, and serve as a resource, should the bartender need a third party to "cut someone off." This designated person can also call taxis for employees who become overly inebriated, sending them home alone or with their significant other only.

5. Immediately bring in an outside expert should complaints of harassment or abuse surface. Experienced third parties are vital resources who can advise on such matters as legal obligations. Their presence is also reassuring for concerned stakeholders within and outside the firm.

"Office holiday parties are meant to be festive occasions – a time for employees to celebrate the season and their professional achievements over the past year," says Ms. Friel. "Sexual misconduct has no place at such events and can have grave consequences for individuals and organizations."

Go to www.tmprotection.com

SOURCE T&M Protection Resources