Ah, it’s my very favorite time of year: time for the company holiday party! Why, might you ask, do I love it so? Because it’s great for my business, even if it might not be so good for yours. This year I’m giving you a little gift – a short list of my top holiday party DOs and DON’Ts. So, without further ado, here are my suggestions to prevent having to call your lawyer the morning after…
· DO make sure your supervisors set a good example. Contrary to popular belief, this is not the time for management to cut loose. Rather, top level employees should be on their best behavior, as they will set the tone for the rest of your employees. Managers and supervisors are held to a higher standard, both practically and legally, so make sure they have been trained and are aware of the potential impact of their actions.
· DON’T require attendance. Not everyone likes a party, particularly a company party. This is especially true if alcohol is being served or the festivities conflict with religious beliefs. Forcing a reluctant employee to attend a holiday party never ends well and can subject the company to harassment, discrimination, and possibly even wage and hour claims.
· DO limit the amount of alcohol being served. I know, I know. This is a total buzzkill. Literally. But you’ll thank me later. In every complaint I’ve investigated related to a company party, alcohol was always a factor. Consider having a professional bartender serve drinks and use drink tickets or charge employees for their alcoholic beverages.
· DON’T let anyone drive home under the influence. Inform employees that the company will provide cab vouchers and/or reimburse employees for ride share services before the party starts. And if you see Jane, who appears intoxicated, leaving with keys in hand, stop her. Which brings me to my next point…
· DO appoint a DD (designated doorkeeper). Yes, it’s just what it sounds like. And, yes, it’s probably going to be someone in HR (sorry) – maybe more than one person, depending on how large your party is. The goal is to have a responsible, sober adult or three, making sure the cabs get called and that Bob removes the lampshade from his head before he hurts himself.
· DON’T make it about religion. This goes without saying, but not everyone practices the same religion (or practices religion at all) and the last thing you want is for your well-intended celebration to make employees uncomfortable – or turn into a discrimination lawsuit.
· DO take seriously and investigate promptly any complaints. Don’t make the mistake of thinking what happens at the holiday party, stays at the holiday party. Unwanted kisses (even those stolen under the mistletoe) and lewd jokes (including those told around the punch bowl) are just as inappropriate at the company party as they are in the office, so if you receive a complaint, don’t dismiss it or wait to investigate. Treat it as you would any other.
I hope you’ve found these tips useful, and I wish you and your company a joyous and claim-free holiday season!