UPDATE: Since we last wrote about holiday party do’s & don’ts we have seen an uptick in litigation surrounding harassment and discrimination in the workplace. Be careful this year when choosing the location, the activity, and whether or not to serve alcohol. Things can get out of hand quickly when alcohol is involved and remember, a work event, even a holiday party outside your office, is simply an extension of the workplace. Employers are responsible for ensuring their employees have a fun, but safe time. Think about transportation to/from the venue; how you are going to limit alcohol intake if you serve it all; whether the event is inclusive for your entire staff and appropriate! There are so many other considerations when planning your holiday party from the employment perspective. Contact the Employment Lawyers at Chauvel & Glatt to learn about how you can have a fun, memorable but safe, holiday party that won’t end up in a lawsuit.
There is nothing like bringing together your employees for a party to celebrate the holidays. It’s incentivizing, shows appreciation for the hard work forged over the past year and can cultivate new relationships! But Employers beware—these celebrations can be costly!
Do not forget the liability associated with these events. Whether the party is held in your office or other location, make sure your holiday party is planned responsibly to protect yourself and your employees from potential legal issues. Send a memo to your employees setting expectations for the party and their behavior in advance of your event. For example, include a dress code; offer to arrange for transportation home from the party to avoid drinking and driving (or to be safe, avoid serving alcohol all together, especially if minors will be in attendance).
Informing your employees of your expectations ahead of time can set the stage for an event that will be something your employees remember in the weeks to come.
To learn more to ensure your own event is held responsibly and is fun for everyone contact Chauvel & Glatt’s employment attorneys.
The material in this article, provided by Chauvel & Glatt, is designed to provide informative and current information as of the date of the post. It should not be considered, nor is it intended to constitute, legal advice or promise similar outcomes. For information on your particular circumstances, please contact Chauvel & Glatt at 650-573-9500.