The holiday season has returned, and many companies are planning holiday parties for their employees. While a holiday party can be a great way to reward employees, here are some tips and recommendations to enjoy the celebrations while reducing the liability for your organization.
Stay healthy: Tell employees to please stay home if they don’t feel well, so they don’t spread any illness to coworkers. No one wants to get sick over the holidays, so consider whether there are any steps you can take at the facility to reduce attendees’ risk of coming down with something.
No harassment: Remind workers that your anti-harassment policy applies to all company-sponsored events, including holiday parties, and to any behavior that could affect the work environment. Inform managers and supervisors that they are responsible for immediately putting a stop to any inappropriate behavior and notifying HR for potential follow-up on the next work day.
Limit alcohol consumption: The use of alcohol at company parties increases the risk of liability to your organization. Companies have been held liable when intoxicated workers left a work-related event and caused injuries or property damage in car accidents. If you choose to offer alcohol, use a licensed bartender and hold the event off-site. Issue drink tickets to limit the number of alcoholic drinks per person and provide unlimited sodas or other nonalcoholic drinks. Instruct your managers and supervisors to be on the lookout for anyone who appears intoxicated and be ready to call them a taxi or rideshare if needed.
Wages: If nonexempt (overtime-eligible) employees are required to attend a holiday party, you must pay for their time. If you don’t want to pay for their time, make attendance optional. However, if attendance is optional but you allow employees to attend during their scheduled shift, we recommend also paying for their time, so they don’t lose pay by attending.
Inclusivity: All employees should feel welcome at your event, regardless of religious affiliation. Avoid religious themes, naming conventions, and decorations, unless you are ready and willing to accommodate others’ beliefs. One simple step is to call it a “holiday party” or “year-end celebration” and use neutral decorations at your event. In addition, try to come up with activities that are accessible to a wide range of abilities and are unlikely to result in injuries.
For more guidance, reach out to your Vigilant Law Group employment attorney and see our Legal Guide, Company Social Events and Liability. Best wishes for a safe and happy holiday season!
