Here’s to a Happy, Safe Holiday Season!

As employers across the country hold holiday gatherings, here are a few things to keep in mind to avoid potential liability as you enjoy the party. A company-sponsored social gathering must be clear about expectations of employee compliance with workplace policies. The reminder that inappropriate behavior will simply not be tolerated creates a more relaxed atmosphere for the actual celebration.

Time and place

Employees and employers alike appreciate a chance to celebrate at company expense. But where and when you have the holiday party has a direct effect on how employees act. Gathering at the office is a prompt to behave professionally, but it can feel like just another work obligation. If you have the party at a bar, the venue will be cheerful, but it can get rowdy quickly. You may have a luncheon with great food options and no alcohol — an ideal alternative. Keep in mind that parties on Friday or Saturday night are much less restrained than a weeknight. Always remember that what happens at the company party doesn’t stay at the company party. 

Be sure that employees understand that attendance is voluntary. Also make sure that all employees feel welcome, regardless of whether they celebrate the holiday closest to the party. You could even start a tradition of having an annual party at another time of year.

Serving alcohol

If you have decided to serve alcoholic beverages, expect at least a few very drunk partiers. That can result in not only drunk driving, but verbal and physical harassment. Ask a few trusted employees to informally keep an eye on guests who seem to be overindulging and let you know. As an employer, you are solely responsible for company-sponsored events.

Your catering service has professional, licensed bartenders and servers trained to spot and handle alcohol-related situations. They also keep food options fresh and plentiful so see most of the guests throughout the party. Be sure bartenders have a variety of non-alcoholic beverages. They likely can create special “mocktails’ for the event. Serving only beer and wine helps limit high alcohol consumption. Issuing drink tickets does not. People who want more drinks will find more tickets. 

Display the hours for alcohol service and stop an hour or so before the party ends. Have trendy bottled water and coffee with sweet snacks until the end of the event. Providing transportation to and from the party can virtually eliminate impaired driving.

Plan now for next time

Many companies have already celebrated this year. If so, now is the time to find out what your employees thought. If you have an internal newsletter, ask for feedback about what they liked and didn’t like. Ask about time, place, food — and whether they even want to have a holiday party. Be sure to provide a way to respond anonymously. You probably will get a lot of unexpected comments; that’s the point.

The main benefit of knowing what employees want is that it lets you focus on what makes sense for your company instead of potential pitfalls. After all, your employment attorney focuses on helping employers avoid liability fulltime.

No matter what, how, or if you celebrate, we wish you a happy December! We look forward to helping you, as always, in 2023!