The month of December marks, in addition to the end-of-year festivities, the period of company reunions. These meetings are planned to promote integration, celebrate results and end the year in an informal atmosphere. But the relaxed atmosphere does not completely suspend the rules of professional cohabitation.
Although they take place outside of the office routine, these parties function as an extension of the corporate environment and behavior considered inappropriate within the company should be avoided during meetings.
According to employment lawyer Elisa Alonso, partner at RCA Advogados, depending on the context and severity, the employee’s conduct could even result in dismissal for just cause.
“However, it is not an automatic sanction. Just cause includes a series of requirements that must be respected for its validity, including the seriousness of the behavior, the proportionality of the measure and its immediate application. A case-by-case assessment is therefore necessary,” explains the expert.
Evelyn Rodrigues, human resources manager at Paschoini Advogados, says that in these moments, employees can and should take advantage of the moment to strengthen bonds, celebrate achievements and interact with colleagues in a lighter way. “However, this informal climate has obvious limits in terms of maintaining a professional attitude, respecting internal rules of conduct and mutual respect,” he says.
Evelyn clarifies that corporate events therefore continue to be subject to the same guidelines that govern organizational culture, such as: ethical and respectful conduct, responsible consumption of alcoholic beverages, balanced social interactions and internal compliance and policies.
The expert says the meetup should be seen as a strategic networking event where it can be more informal, but never careless.
You also need to be careful about alcohol consumption. According to lawyer Elisa Alonso, case law is generally strict when the company proves that inappropriate behavior was exacerbated by excessive consumption of alcoholic beverages, particularly when the employee had already received warnings or when the behavior created a risk or embarrassment for third parties.
“The fact that the drink is distributed during the event does not authorize offensive behavior or behavior incompatible with professional ethics,” specifies the expert.
Evelyn Rodrigues says that, to avoid embarrassment, employees can establish personal boundaries before the event; drink alternately with water or food; constantly monitor their own behavior and know how to politely refuse when they see that they have already reached their personal limit.
SITUATIONS THAT GENERATE REGRETS
- Excessive consumption of alcoholic beverages: is usually the main trigger of embarrassing situations, as it can lead to loss of self-control, excessive speech, inappropriate exposures and impulsive decisions;
- Inappropriate comments or out-of-context jokes: even unintentional, such behavior can cause discomfort, affect relationships and constitute violations of respect and diversity policies;
- Excessive exposure of personal life;
- Untimely career approach: excessively steering conversations toward topics involving salaries, promotions, or criticism of company policy with managers.
DOES ATTENDING THE CONFERENCE REALLY MAKE A DIFFERENCE?
Even if missing a meeting isn’t a problem, Evelyn says absence can have an effect on an employee’s visibility within a company and lead to missed networking opportunities.
“Participation, when balanced and aligned with professional posture, can contribute positively to internal visibility, as it reinforces the perception of engagement, collaboration and integration into the company culture,” he says.
She says that attending social events facilitates interactions that, in a formal setting, don’t always happen naturally. However, it is important to remember that missing an appointment should not result in any kind of penalty or formal prejudice for the employee, since it is an optional activity.
COMBAT CASE
According to employment lawyer Elisa Alonso, depending on the severity of the conduct, the employee can receive anything from a warning to suspension. In more serious situations – verbal or physical aggression, harassment or damage to the company’s image – it is possible to terminate the contract for just cause.
In addition to the consequences for the employee, Elisa affirms that, for the company, there is a risk of legal proceedings arising from a possible omission, particularly in situations of harassment, discrimination or attack on the dignity of the worker.
SOCIAL MEDIA POSTS
Employees should pay attention to posts posted on social media or in WhatsApp groups, which may not only lead to disciplinary action, but also be used as evidence in work procedures.
“At corporate events, common sense and concern for the reputation of the company and the employees themselves must always come first,” says Elisa.
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