*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.