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Holding an office Christmas party? Do this one thing to prevent sexual harassment claims

by , 07 November 2014
The end of 2014 is fast approaching.

For some companies, this means office Christmas parties are on the way.

If you'll also be holding an office Christmas party for your employees, beware.

The reality is, while this event provides an opportunity for employees to kick back and relax as well as network, it can be a breeding ground for sexual harassment claims.

In fact, according to legalzoom.com, by combining a relaxed, party atmosphere and alcohol, your holiday festivities can quickly erode inhibitions.

The good news is you can help prevent sexual harassment claims if you do this one thing...


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Here's how to prevent sexual harassment claims after your office Christmas party

 
If you're holding an office Christmas party in the next few weeks, remind your employees about your sexual harassment policy.
 
You can send an email to your employees or ask your employee's direct managers to remind your employees about the policy.
 
You or your managers must make it clear that your company doesn't tolerate sexual harassment.
 
You must also make it clear to your employees what constitutes as sexual harassment.

This includes:
 
  • Physical conduct of a sexual nature (unwanted physical contact, ranging from touching to sexual assault and rape);
 
  • Verbal forms of sexual harassment (unwelcome innuendos, suggestions and hints, sexual advances, comments with sexual overtones, sex-related jokes or insults, or unwelcome graphic comments about a person's body made in their presence or directed toward them); and
 
  • Non-verbal sexual harassment like unwelcome gestures, indecent exposure and the unwelcome display of sexually explicit pictures and objects.
 
Remember, you have a duty to protect your employees. This includes protecting them from sexual harassment.
 
So, if you're holding an office Christmas party, make sure you prevent sexual harassment claims by reminding your employees of your sexual harassment policy.
 
PS: For more information, check out The Complete Sexual Harassment Advisor.
 

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