Don’t Let Legal Pitfalls Be Party Poopers At Your Holiday Party

The year has sailed by, and Thanksgiving week is already here! Holiday party time is about to be in full swing—including office parties. “Office” is the key word, at least from an employment law perspective, and whether yours is high point of the year or a total disaster depends on you.

To help with planning a successful Christmas party, here are a few things to consider, including why not to call the event a “Christmas party.”

Set the tone with the invitation.

The celebration is not about a holiday, it’s about your employees. Remember, not everyone celebrates Christmas. Many faith traditions have special holidays this time of year, but some employees will just be happy to have a few days off. Instead of calling the festivities a Christmas party, call it “end-of-year party” or “a celebration of you.” And choose the date of the party carefully to avoid any conflict with a religious holiday.

Be clear in the invitation that attendance at the event is voluntary.

If you require attendance, you might end up having to pay non-exempt employees for their time at the party. This is also a good time to remind the staff of your expectations. Be upbeat; tell them you’re excited about celebrating accomplishments in a way that shows respect for each other and the company.

 Carefully consider whether to serve alcohol.

Providing alcohol sets you up for problems. In fact, a bar may be the number one potential liability, leading to bullying, sexual harassment, accidents, and injuries. If you do decide to serve alcohol, hire a caterer or bartending service with licensed professionals trained to spot and handle alcohol-related issues. Be sure to provide plenty of food and non-alcoholic beverages, with coffee and dessert available after the bar closes. Offer a shuttle service or pay for rides home to prevent driving with impaired judgment.

Ask employees how they want to celebrate.

Since the party is a way to thank employees, give them a chance to tell you what they want. Maybe they would rather get a gift card or donate the cost of the party to a food bank or other charity. Maybe they are tired of dress-up affairs on the weekend and would rather have something more casual. They might prefer a luncheon or late afternoon party­—even first thing in the morning at a nice restaurant known for unique breakfasts. A planning committee can help with details.

Your employment attorney can help along the way to make sure that your party complies with the law and adheres to company polices and standards of conduct. Remember, taking planning seriously sets you free to enjoy the party. And we are always very happy to help with that!