As the end of 2019 quickly approaches, many employers are planning employee holiday parties to celebrate the season and show their appreciation. According to an OfficeTeam survey of more than 2,800 senior managers, 93% said their companies would be having holiday festivities this year.
As fun as employee holiday parties can be, they can also strike fear in the heart of HR professionals, who must limit employer liability and staff misconduct.
So before you start decking the halls or ordering the eggnog, here are a few key things to consider:
Remind everyone of expectations and policies.
It’s a good idea for HR to communicate what’s acceptable and what isn’t before the event. This email memo or questionnaire should cover things like dress code and anti-harassment policies to set the tone for a respectful celebration.
This also eliminates the possibility of a worker claiming they didn’t know about a certain rule or policy.
Proceed with caution if there will be alcohol.
Many people enjoy a festive cocktail, but things can quickly get out of hand. I’ve actually worked with organizations who have had to let workers go following holiday hi-jinx.
Alcohol can not only lead to offensive conduct that could damage working relationships and lead to lawsuits, but your organization can be held liable if an employee is in a car accident on the way home, for example. If a staff member is injured while drinking at a company event, your workers’ compensation carrier will most likely need to cover costs of the injury.
There are some ways to combat alcohol-related issues and employer liability, including:
- Having a cash bar vs. an open bar
- Only serving beer and wine, not hard liquor
- Providing each person with a certain number of drink tickets
- Staffing the bar with experienced bartenders who can watch for intoxication
- Closing the bar during dinner and speeches
- Offering vouchers to pay for Uber, Lyft or a taxi service
Give your employees the option of attending.
While employee holiday parties are exciting to many, some of your workforce may not be looking forward to the event. Maybe someone is introverted and doesn’t enjoy social situations, or he or she has family commitments.
Respect that not everyone wants a party. If you’re thinking of making attendance mandatory, know that it could be considered working time, and an hourly employee could be entitled to overtime.
Listen to your workforce.
What do your employees want? Consider sending a survey providing options your staff can choose from, rather than just organizing what you think people will like.
There’s also nothing that says you need to have an employee holiday party at night; how about a departmental lunch or a pancake breakfast and optional gift exchange? Some organizations even forego the event altogether, choosing to reward staff with a gift card or holiday bonus in lieu of a get-together.
No matter what you decide, understand that HR and senior staff have to set an example; especially in this age where everything can be posted on social media in mere seconds! Have managers and HR professionals keep a lookout at the event to identify any problems.
By planning accordingly and setting expectations, your company can have a wonderful celebration that everyone will be talking about for the right reasons!
Wondering how you can reward your workforce this year if you can’t give raises? Read my blog.
An HR consultant can help you with organizing events that limit employer liability and staff misconduct. Talk to me today and see how I can help your organization during the holiday season and year-round.
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