A Holly, Jolly and Safe Holiday Party!
By: Marc Keough
A safe and successful business holiday party starts with setting clear expectations about workplace conduct and the responsible consumption of alcohol (or other substances).
To avoid “misunderstandings” during the holiday party, it’s a good idea to review your Bullying and Harassment Prevention Policy with employees and management, highlighting that:
“Bullying and harassment, including sexual harassment, is not acceptable or tolerated in the workplace. All employees are to be treated fairly and respectfully at all times, including during workplace events. (Your policy likely doesn’t include an exception for holiday parties or after too many drinks.)”
Employees should be reminded that this is a workplace function, and they are expected to behave appropriately, avoiding harassing, intimidating, or otherwise improper conduct.
Set Expectations in Advance
To prevent any unpleasant situations after the party, make it clear that:
- Disrespectful or inappropriate behavior will be treated as misconduct.
- All workplace rules and policies remain in effect, including those on bullying, harassment, and workplace violence.
Alcohol and Liability Considerations
If alcohol is being served, precautions are necessary. Consider Jacobsen v. Nike Canada Ltd., where an employee consumed too much alcohol at the office holiday party, continued drinking at a bar, and then drove impaired. The employee was involved in a serious accident that left him a quadriplegic. The court held the employer 70% responsible and awarded $2.7 million in damages.
Tips to Reduce Risk and Liability
- Hold an Alcohol-Free Event.
- Model Good Behavior. Managers who overindulge set a poor example.
- Promote Safe Driving: Clearly communicate before, during, and after the event: DO NOT DRIVE IMPAIRED.
- Plan Ahead: Arrange travel and accommodations such as taxi vouchers, designated drivers, or hotel rooms.
- Limit Alcohol: Use a ticket system to control consumption and avoid open bars.
- Hire Professionals: Use licensed and insured bartenders to serve alcohol.
- Serve Food and Alternatives: Provide plenty of food and non-alcoholic drink options.
- End the Bar Early: Close the bar at least an hour before the event ends.
- Choose a Licensed Venue: Host the event off-site at a licensed and insured establishment.
- Avoid After-Parties: Discourage further drinking at other locations after the holiday party.
Responding to Impaired Employees
If an employee becomes intoxicated or visibly impaired:
- Collect Car Keys: Have employees check in their car keys upon arrival to prevent impaired driving.
- Arrange a Ride: Organize a safe ride home with a sober coworker or the employee’s significant other.
- Cover Cab Fare: Provide an employer-paid taxi if necessary.
- Call for Assistance: If the employee insists on driving impaired, contact the police.
Avoid the Hangover—Set the Rules
Establishing these expectations will help prevent issues during and after the party, saving your organization from unnecessary risks and liabilities (and avoiding more than just a headache).
Need Help with Workplace Policies?
WE can help you create or update your Bullying, Harassment, and Violence Prevention Policy and provide coaching in leadership, communication, employee recognition, and engagement. Contact Marc Keough for more information:
1-877-947-2090 ext. 2035
mkeough@windleyely.com