Despite the altruistic intentions employers typically have for throwing holiday office parties, the combination of alcohol, coworkers and holiday cheer can have harmful effects on office morale. Rather than providing a venue to thank employees for their contributions and celebrate the season, these parties can end up in tears, misunderstandings, and even worse: lawsuits!
To set a tone of temperance, remind your employees that normal work rules and standards apply to holiday parties (regardless of whether the party is on or off company property). Send out an office e-mail refreshing everyone’s memories of the importance of good behavior and include a gentle reminder of the office discrimination and harassment policies.
Here is a top-five list of items to bring to your employees’ attention:
1. Lay off the eggnog (and other spirits of the season). It should go without saying, but it doesn’t. Despite stories around the water cooler of the last year’s holiday foibles, it’s almost inevitable that there is “that guy” who repeats the same mistakes from the year before. Don’t be “that guy”.
If you’re going to serve alcohol, hold parties outside of the office, thereby shifting the responsibility of serving the alcohol to those with a liquor license and professional bartenders. Also, consider placing a limit on the amount of alcohol served (i.e. provide each guest with a limited number of “drink tickets”.
Some people lose their inhibitions when they drink. This is not necessarily a bad thing if a drink gives you the courage to sing karaoke; however, sexual harassment by coworkers is at an all-time high at holiday parties. Unless your company has an employer liability lawsuit on its holiday wish list, keep your drinking and comments in moderation.
Note to Employers: Designate a few managers/supervisors (to refrain from drinking and) to watch for over-consumption/inappropriate behavior. Stop serving alcohol well before the party ends, if there is a bar. Use the money saved on drinks towards a taxi service for your employees. Don’t encourage employees to drink too much (i.e. no drinking games). Also, be sure to serve food and leave out the mistletoe.
Injuries occurring to employees at the party may be compensable through workers’ compensation and an employer may have liability for injuries caused by an inebriated employee leaving the party.
2. Don’t dress for the party as if you are auditioning for the: “What Not to Wear: Office Holiday Party” episode. Nightclub attire does not an office party attire make. You know how much your co-workers love to gossip so don’t give them anything to talk about. Avoid revealing or overly flashy attire.
Note to Employers: In reminding employees that “work policies” apply, it might be best to indicate that the office dress code is similarly in effect at the party.
3. Don’t play hooky without a good reason. Even if the party is “optional” it is a good opportunity to make a good (or bad) impression on your coworkers. Don’t skip it if you can help it.
Note to Employers: It might seem counterintuitive, but make attendance voluntary, not mandatory. This can encourage attendance by making the party seem like a reward rather than a burden; and some people are just not comfortable in these types of settings.
4. Don’t add people to the guest list. Unless an invitation otherwise specifies, office parties are for employees only.
Note to employers: Consider inviting spouses, significant others or guests: they may help keep potentially unruly employees in check.
5. Don’t stay too long: Although it’s good to be enthusiastic in boosting intra-office morale, your enthusiasm shouldn’t involve closing out the bar! No need to ditch the party within minutes of your arrival, but at the same time, don’t overstay your welcome, especially if you’re overstaying your welcome at the bar!
To set a tone of temperance, remind your employees that normal work rules and standards apply to holiday parties (regardless of whether the party is on or off company property). Send out an office e-mail refreshing everyone’s memories of the importance of good behavior and include a gentle reminder of the office discrimination and harassment policies.
Here is a top-five list of items to bring to your employees’ attention:
1. Lay off the eggnog (and other spirits of the season). It should go without saying, but it doesn’t. Despite stories around the water cooler of the last year’s holiday foibles, it’s almost inevitable that there is “that guy” who repeats the same mistakes from the year before. Don’t be “that guy”.
If you’re going to serve alcohol, hold parties outside of the office, thereby shifting the responsibility of serving the alcohol to those with a liquor license and professional bartenders. Also, consider placing a limit on the amount of alcohol served (i.e. provide each guest with a limited number of “drink tickets”.
Some people lose their inhibitions when they drink. This is not necessarily a bad thing if a drink gives you the courage to sing karaoke; however, sexual harassment by coworkers is at an all-time high at holiday parties. Unless your company has an employer liability lawsuit on its holiday wish list, keep your drinking and comments in moderation.
Note to Employers: Designate a few managers/supervisors (to refrain from drinking and) to watch for over-consumption/inappropriate behavior. Stop serving alcohol well before the party ends, if there is a bar. Use the money saved on drinks towards a taxi service for your employees. Don’t encourage employees to drink too much (i.e. no drinking games). Also, be sure to serve food and leave out the mistletoe.
Injuries occurring to employees at the party may be compensable through workers’ compensation and an employer may have liability for injuries caused by an inebriated employee leaving the party.
2. Don’t dress for the party as if you are auditioning for the: “What Not to Wear: Office Holiday Party” episode. Nightclub attire does not an office party attire make. You know how much your co-workers love to gossip so don’t give them anything to talk about. Avoid revealing or overly flashy attire.
Note to Employers: In reminding employees that “work policies” apply, it might be best to indicate that the office dress code is similarly in effect at the party.
3. Don’t play hooky without a good reason. Even if the party is “optional” it is a good opportunity to make a good (or bad) impression on your coworkers. Don’t skip it if you can help it.
Note to Employers: It might seem counterintuitive, but make attendance voluntary, not mandatory. This can encourage attendance by making the party seem like a reward rather than a burden; and some people are just not comfortable in these types of settings.
4. Don’t add people to the guest list. Unless an invitation otherwise specifies, office parties are for employees only.
Note to employers: Consider inviting spouses, significant others or guests: they may help keep potentially unruly employees in check.
5. Don’t stay too long: Although it’s good to be enthusiastic in boosting intra-office morale, your enthusiasm shouldn’t involve closing out the bar! No need to ditch the party within minutes of your arrival, but at the same time, don’t overstay your welcome, especially if you’re overstaying your welcome at the bar!
