Planning this year’s holiday party? These tips will help keep spirits bright while lessening liability—often alcohol-related—that could arise:
1. Make sure invitations stress that attendance is voluntary. Avoid conducting business, such as awards ceremonies, during the party.
2. Invite families. People tend to behave more responsibly in a family setting.
3. Follow up with a reminder to all employees that your company’s alcohol and drug abuse, sexual harassment and professional-conduct policies apply during the party. Word the reminder positively, noting that responsible behavior will ensure that all employees can fully enjoy the party, but also state that violations will result in discipline, just as they do during working hours.
4. Issue a “gag” order. Lawsuits are frequently spawned by offensive gifts, games and pranks. Include in your professional-conduct notice a reminder that off-color jokes and games are strictly off-limits.
5. Consider an alcohol-free party. Nobody says you can’t offer punch, fancy coffee bars or smoothies instead of cocktails.
6. If you do serve alcohol, consider serving beer and wine instead of liquor. Daytime parties also tend to discourage excessive drinking. Issue tickets rather than holding an open bar, which is an invitation to overindulge. Close the bar at least one hour before the end of the party, and take precautions to ensure that no underage employees have access to alcohol.
7. Hedge your bets: If you serve alcohol, provide transportation. Don’t just offer to call a cab. Hire taxis or private drivers, and have them waiting to give rides.
8. Serve food, and plenty of it. Emphasize eating over drinking.
9. Ask supervisors to help ensure that employees behave professionally. Designate one manager as the person to approach during the party if problems arise.
10. Plan activities to ensure that guests have something to do besides drink.
Advice: Treat complaints arising out of the party just as you would any other complaints.
Final note: The U.S. Department of Labor offers more tips for safe workplace celebrations.
- Wellness programs: Does your health-risk questionnaire violate the new genetic-bias law?
- Ignore female-on-male harassment at your peril
- Workers less worried about losing their jobs
- Build a bonus plan for an economy on the mend
- When religious needs conflict with schedule, shift swaps may be reasonable accommodation