Setting Boundaries
The following suggestions will help minimize your company's exposure to liability, while enabling you to convey the event's true spirit and intent.
*Set a tone of moderation before holiday parties through interoffice memos or meetings, reminding employees to be responsible.
*Assess the ability of attendees to get home safely.
*Arrange transportation for intoxicated employees, either by having designated drivers or by using a transportation service.
*Hire a separate caterer to serve alcohol. Instruct the caterer not to serve anyone who is visibly drunk, and to notify an appropriate person if insobriety is observed.
*Consider a voucher system to limit the number of drinks served, or serve alcohol for only a short period.
*Don't require employees to attend as a condition of their employment.
*Schedule events on weekends or after normal working hours.
*Don't take attendance at the event.
*Investigate all complaints. Failure to respond to any single complaint can lead to greater liability than the alleged misconduct.
*Don't dismiss complaints associated with the company's holiday party without conducting a thorough investigation.
*Make sure there are plenty of non-alcoholic beverages available.
*Provide discount rooms if the party is held at a hotel.
*Don't pay for drinks. When employees pay for drinks out of their own pocket, they're not as quick to buy them.
*Hold the party at an offsite location.
*Make the party a family affair; include spouses and children.
*Designate certain supervisors or managers to oversee the event.
Holiday parties represent an interactive venue for employees and employers and certainly shouldn't be written off because of a few potential challenges. Plan ahead with these items in mind to ensure a successful and pleasant event for all.
