It's the holidays and employment lawyers everywhere issue their annual advice about holiday parties. Here are 9 thoughts for employers considering a holiday party for their employees:
- Alcohol is a consistent source of problems at holiday parties. Employers should consider foregoing alcohol or taking steps to control consumption.
- Transportation home for employees is something employers who decide to serve alcohol must consider.
- Communication prior to the party is a good idea – let everyone know that the rules and policies apply at the party.
- Managers are on duty at the party – just because it is a party, managers cannot ignore their responsibilities, particularly if they see something inappropriate happening.
- Wage and hour issues – if non-exempt employees are required to attend the party, they must be paid.
- The plus one – if employees are allowed to bring a guest, the approach needs to be uniform and avoid possible claims of discrimination.
- Religion – in general, keep it secular.
- Secret Santa – a literal minefield.
- Skip it – it is the "bah humbug" approach but from an employment law standpoint, it has a lot to recommend it.
Listen in to find out how your business can avoid problems with holiday parties.
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The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.
