Today is the 1st December and the office party season is now well underway. It’s a time for most employees to unwind, let their hair down and have a few drinks after working hard all year. While most parties pass without incident, people can sometimes let their hair down a little bit too much and indulge in actions and behaviours which cause distress to others and serious headaches for HR.
When you bring together an office full of people who only really know each other in a work capacity and give them loads of alcohol, the results can be unpredictable, but what should you do if one of your employees crosses the line at the office Christmas party? We’ve put some possible scenarios together and how they should be handled by HR.
SCENARIO 1: Inappropriate advances
A drunk employee repeatedly tells a colleague how gorgeous they think they are and that they’d love to get to know them better. He/she does not report this, but it makes them feel very uncomfortable and they tell a colleague in confidence.
It seems like the employee doesn’t wish to make a scene at the party but is clearly uncomfortable with what has happened – this is highlighted by their need to express their concerns to another colleague. As a result, this should not be discussed during the party so as to no make them feel uncomfortable. It is always better to wait until everyone is sober before broaching any kind of issue.
The next possible working day an informal meeting should be scheduled to find out what happened and whether it was a regular occurrence. If, after exploring this, it was found it was a one-off event then I would ask if he/she wishes to take things further, in which case we would have to follow procedure for inappropriate behaviour towards a colleague, and if not, it would just be noted down on file.
Separate enquiries should be followed up with the employee concerned, asking them their recollection of the event and whether he/she feels that the approach they took was entirely appropriate. It would be best to remind them that relationships at work are not encouraged by the company and advise that there would be no further follow up, unless further complaints were received.
SCENARIO 2: Loose lips
A drunk employee lets slip that the boss is planning to make a number of redundancies in the coming weeks. This information is highly confidential but now a handful of people know.
I’m making the assumption here that it would be a Senior Manager releasing this kind of information, which would make the breach of confidentiality more extreme. I wouldn’t act on this information at the party but on the next possible working day it would be necessary to meet with the employee and establish what had happened a the party.
It may be necessary to conduct a full investigation with the individual to ascertain what was said and the reason this might be. It would be wise to speak with those employees that had been told about the redundancies and note their account of the events. At this point we would also ask how far the information had spread and look to gain general reactions. Unfortunately, such information could have a serious impact on employee morale and gossip often circulates quickly, so it is extremely important that it is dealt with quickly and with discretion.
If it can be proven that the employee let slip this information, then we would have to follow the disciplinary process with them, as they have breached their trust by divulging this information. The company itself should look into sending a company-wide email to alleviate any fears and ensure we communicate effectively with staff members. It may also be necessary to follow up on this email to ensure everyone understands and is on the same page.
SCENARIO 3: The fight
As the drink flows two party goers start to have a disagreement. Temperatures boil over and the two start pushing each other and squaring up. Blows are exchanged by both, before colleagues break it up.
Make sure the fight is broken up and both parties are put in separate taxis and sent home.
The next possible working day invite both employees to a disciplinary hearing, where they will receive a warning for bringing the company into disrepute and failing their roles as ambassadors of the company.
Unfortunately, when everyone has had a lot to drink, emotions run high and unresolved issues can turn into full-blown arguments.
Although employees are outside of work hours, they are still representing the company and should behave accordingly. As a result, it’s important to have procedures in place to deal with any conflict that may arise eg. a no tolerance policy towards violence within the workplace, which extends to any organised work event, and the procedure is exactly the same as the one that would arise should employees get in a fight in the office.
SCENARIO 4: Sex in the stationary cupboard
An employee is heading into the stationary cupboard to collect another case of red wine that has been stored there when they discover two colleagues having sex. Embarrassed, they both straighten their clothes and re-join the party. The person who discovered them goes back into the party and tells some colleagues about the hilarious discovery.
In this case, I would not address them at the party, although I may try to defuse the jokes that could arise from the person who discovered them telling other people, as this could result in bullying.
I would meet with both parties separately on the following work day to establish what had gone on and hold an investigation. We don’t encourage relationships within the workplace and it is certainly not appropriate to have sex at a work party. However, it would be necessary to understand exactly what happened and not just listen to gossip. Both parties should be dealt with in exactly the same manner and the person who discovered them in the cupboard would need to be interviewed to establish the facts.
I would also ask the person who discovered them whether they thought it appropriate to tell their colleagues and have a joke about the couple, as this could lead to further issues down the line.
If you want to discuss any of the issues above or need a bit of guidance, please do get in touch with HR Revolution, we’d be happy to help (0) 203 5385311 – www.hrrevolution.co.uk – www.hrrevolutionshop.co.uk
A version of this article first appeared on breatheHR