Woo Hoo – It’s Holiday Party Time!
Inappropriate jokes, nasty language, excessive drinking, fights – what do all these behaviors have in common? They are part of the yearly employee misconduct that is reported by employers at holiday parties of course.
As the holiday season is now upon us and workplace parties are in full swing, it’s important to start planning now to minimize potential problems with employees.
Here is a list of best practices to consider, provided by Complí Subject Matter Expert, Fisher & Phillips LLP, to keep your workforce out of hot water:
Pre-Party Necessities
Prior to the party, you should:
- Review your policies prohibiting drug and alcohol abuse, harassment, dating, fighting, weapons, and other misconduct
- Educate supervisors and employees about the No-Harassment, No-Retaliation and EEO policies and the procedures for reporting and responding to harassment, discrimination or retaliation claims
- Make sure you have consistently disciplined violators of policies
- Foster a work environment free of harassment, discrimination, or retaliation
- Consider whether a private binding arbitration program for resolving employee claims is right for your organization
Party Planning
Most holiday party misconduct is related to over-consumption of alcohol. If you choose to serve alcohol at a party, consider these tips:
- Remind employees that normal rules of conduct apply to parties, and to drink responsibly
- Arrange for designated drivers, reduced cab fares or hotel room rates or even offer to pay or reimburse alcohol-impaired employees for cab fare or hotel expenses
- Tell employees attendance is not required
- Provide employees with a limited number of drink tickets
- Limit the length of the party and close the bar one hour before the end of the party
- Serve non-alcoholic beverages
- Do not serve punch or other drinks that mask alcoholic content
- Provide food and entertainment to prevent drinking from being the focus of the party
- Serve foods that slow the assimilation of alcohol (i.e., those high in protein or starch) and not greasy or salty foods that encourage more consumption of liquids
- Have the party off-site at a professionally managed facility with bartenders who are trained to limit harm or liability
- Don’t allow employees to tend bar or provide alcohol
- Designate a responsible person to “monitor” the party and work with the event staff
- Schedule the party on a week night when employees are less likely to over-indulge
- Hire an off-duty policeman or security specialist to be present during and after the party
- Make sure underage employees or guests are not served alcohol
- Review your insurance policies for alcohol-related exclusions
*Source: Fisher & Phillips, LLP Labor Letter, November 2013 “Plan Now To Minimize Liability For Holiday Party Misconduct,” By D. Albert Brannen
