The Company Holiday Party - From An HR Perspective
As you approach the holiday season, you may be thinking about your annual holiday party as a chance to socialize and engage with your employees, while offering them gratitude for a year of hard work. However, the holiday party can quickly turn into a liability for employers. Here’s a checklist to help set you up for success this holiday season.
Don’t set up your employees for failure
Parties should not be hosted at bars, strip clubs, or other inappropriate venues.
Parties that involve excessive drinking aren’t a good idea. Try setting a 2-drink max limit.
If you are serving alcohol, serve food as well.
Raunchy “lampshade” themes are inappropriate and should be avoided.
Don’t retaliate against employees who choose not to attend the party. Avoid the temptation to think that just because someone doesn’t attend, he/she isn’t a “team player.”
Religious holiday themes can offend employees and should be avoided- unless your organization is a religious entity.
Keep costs get under control
Don’t send the wrong message by spending too much money on a holiday party.
If you had to cut costs via layoffs, an expensive holiday party will seem wasteful.
Set expectations in advance- especially with your leadership team
Remind leaders that they must remain above reproach at all times- especially at holiday parties.
Ensure the leadership team understands that the holiday party is an opportunity to thank their employees for a year of hard work. Leaders should serve food and socialize with employees as much as possible.
Remind leaders that even though the holiday party is a social gathering, it is still a business function all workplace rules apply- especially when is comes to non-harassment/non-retaliation and drug-free workplace expectations.
Communicate who is invited to the party (e.g., significant others or employees only).
As an organization, set yourself up for success - especially when it comes to serving alcohol
Do research on your venue or catering company. Find out if they have experience with effectively handling alcohol exposure.
If you are providing free alcohol, look into your insurance policy to verify that you have host liquor liability coverage.
If you are offering a cash bar, verify that your venue or caterer has a liquor liability insurance policy.
Keep in mind that alcohol can inhibit good sense, and parties that involve alcohol can also involve impropriate, violent and/or prohibited behavior. Stay alert to this and respond to it appropriately.
Managing through situations that go wrong
Put together an action plan for anyone who is over served. Do not let anyone who is inhibited drive home or become a nuisance to others.
Remember that regardless of the circumstance, you are an employer first and have reporting and resolutions responsibilities. ALL claims of harassment and/or retaliation must be thoroughly investigated- even if they happened at the holiday party.