Holiday planning guide
’Tis the season for workplace parties Some tips to entertain your employees without landing in the courtroom
T
he holiday season is just around the corner and many Arizona-based businesses will be hosting office parties. While an annual celebration is a great chance to boost Shayna Balch morale and show Law appreciation to your employees, it can also be the perfect opportunity for employees get hurt or behave inappropriately. Here are several tips business owners can follow in order to stay out of the courtroom while enjoying the eggnog. Be mindful of all religions: When planning a seasonal party, it is important to consider all of your employees’ diversity. To label a party as being a “Christmas” or “Hanukah” party may alienate some staff. Stay away from religions references and decorations in order to have a welcoming atmosphere for employees that may not celebrate the standard religious winter holidays. Remind employees about the rules: As with any type of company sponsored event, it is important to remind team members that normal work rules and standards still apply at holiday parties. Anti-harassment, dress code and non-disclosure rules should be reiterated before the event with a brief reminder that inappropriate conduct will not be tolerated at company functions. Gently remind employees that all company policies can be found in their employee handbook and that it is a good idea to brush up on these rules before attending an event. If your company does not have formal policies dealing with harassment, proper dress codes or company trade secrets, work to craft one before an event takes place. Double check your insurance policies: Before you start planning your soirée, review
all of your insurance policies for alcoholrelated exclusions. You’ll also want to have an understanding of whether or not your current policy allows for you to serve alcohol on your business premises, if applicable, and what your umbrella policy is should anyone be injured while attending a corporate function. If the event is being held off site, check with the site manager to determine if their insurance policy covers any potential injuries that may occur during the event. Help employees get home safely: Ultimately, it is the employees' responsibility to secure a designated driver after they have consumed alcohol at a business function. However, being several steps ahead and arranging for reduced cab fares or hotel room rates, or even offering to pay for cabs or hotel expenses if employees are too impaired to drive, will surely help prevent any unfortunate circumstances that can arise from driving while under the influence. Be strategic with food and beverages: It is easy to get carried away when there is an open bar and everyone is in a festive spirit. In order to help limit excess on all levels, be smart about the food and drinks that will be provided to your employees. Plan to offer non-alcoholic beverages and stay away from liquor-laden punch that can make it difficult to gauge how much the guest is consuming. Also, strive to provide foods that are high in protein or starch and will work to fill a guest’s stomach through the course of the event. With a little bit of planning and proper communication, everyone will be able enjoy the festivities without dreading the possibility of post-holiday courtroom blues.
Shayna Balch is a partner at Fisher & Phillips LLP. She represents employers in employment and labor litigation matters before federal and state courts as well as before administrative agencies. She handles matters across all facets of labor and employment law.
AB | November-December 2014
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