By: Alexandra Cobb Hains
It is officially the holiday season! Many employers will host their annual holiday parties in the coming weeks, and although holiday parties offer a chance for celebration, they can expose employers to considerable risk without thoughtful planning. Now is the perfect time for a refresher of some office party “Do’s” and “Don’ts.”
Before the Event
Human Resources should communicate expectations to all employees, emphasizing that workplace policies remain fully in effect during the celebration. This includes standards related to harassment, discrimination, and the company’s code of conduct. A pre-party email or memo helps set the tone and ensures employees understand both the behavioral expectations and the consequences for policy violations.
During the Party
Harassment is more likely to occur in social settings, particularly when alcohol is involved. Assign trained Human Resources representative or designated staff to observe the event and intervene when necessary.
Alcohol can be a holiday-party staple, but it is also a common factor in misconduct, safety issues, and next-day regrets. Risks can be significantly reduced by setting clear guidelines around alcohol service and offering options that support responsible behavior.
Helpful measures include:
- Limiting Service: Restrict alcohol service hours or use drink tickets to curb consumption.
- Using Professional Bartenders: Ensure bartenders are trained to cut off service to visibly intoxicated guests.
- Providing Non-Alcoholic Options: Offer appealing alcohol-free drinks for nondrinkers or those pacing themselves.
- Serving Substantial Food: Make sure food is readily available to help mitigate alcohol’s effects.
- Follow the “one wine, one water” rule—alternate alcoholic drinks with a full glass or two of water.
After the Party
Remind employees that misconduct after the party can also lead to disciplinary action.
HR can substantially reduce post-event risks by planning safe transportation options. Options include:
- Rideshare Vouchers: Offer Uber or Lyft credits to discourage impaired driving.
- Shuttle Services: Provide organized transportation for larger events.
- Designated Drivers: Encourage teams to plan ahead and reward employees who volunteer to remain alcohol-free.
Post-Event Follow Up
HR’s responsibilities continue even after the party concludes. A thoughtful post-event process helps evaluate the event’s success and address any issues that may have surfaced.
- Gather Feedback: Send an anonymous survey to collect employee impressions and suggestions.
- Address Concerns: Promptly investigate and resolve any complaints or reported incidents.
Employee feedback not only helps refine future events but also reinforces the organization’s commitment to safety, transparency, and continuous improvement.
Special Considerations for Management
Managers should understand that, while the event may be social, they are still representing the company. Their behavior sets the tone and can influence legal exposure.
Managers should:
- Maintain professionalism at all times
- Model appropriate conduct and reinforce boundaries
- Avoid excessive drinking or any behavior that could undermine authority or credibility
- Decline invitations to employee after-parties
- Refrain from hosting informal gatherings with subordinates
- Avoid transporting employees, regardless of an employee’s level of intoxication
- Keep conversations neutral, respectful, and professional
- Avoid discussions involving performance, promotions, or personal matters
BSW Labor and Employment Law Blog 