Thursday, 08 December 2011 13:49

PERSONNEL MANAGEMENT    NOV/DEC 2011

Xmas Party

Don’t allow Christmas “spirits” to get out of hand”

 

It’s reckoned that 80% of workplaces will be having a Christmas bash this year. But where employees drink excessive alcohol, their employer can be left nursing the hangover. So how can you avoid the worst post-party headaches?

Christmas is coming

According to a survey by the Chartered Institute of Personnel and Development, only 20% of employers are cancelling this year’s Christmas party. 24% said that their festive bash would be bigger than in 2010 and nearly all of them said that alcohol would be flowing freely.

And another

Nobody is suggesting that you should stop your staff from letting their hair down, but some may very well take advantage of the free booze that’s on offer. So, if you’re planning on lifting everyone’s spirits, how can you ensure that the ones they consume don’t leave you with the biggest hangover?

Silent nights

One of the biggest risks to employers is the possibility of a sexual harassment claim. What’s interpreted as a bit of harmless flirting by one could be unwanted sexual attention to another. This has been grounds for a number of tribunal claims in recent years because of the concept of “vicarious liability”.

What’s that? This says that an employer is responsible for an employee’s actions “during the course of their employment”. Unfortunately, Christmas parties – even if held off-site and with attendance being optional – fall into its remit.

Tip. Don’t forget, it’s not just the ladies who can be victims of sexual harassment. The law protects men too. So if he doesn’t want to be chased around (by a member of either sex) for a quick kiss under the mistletoe, he’s well within his rights to say so.

Ho ho ho

Another problem area is offensive jokes. Staff who are generally mindful of this risk may let banter get out of hand with a drink or two inside them. For example, if a joke pokes fun at women or the Irish, it’s potentially discriminatory purely because it singles out those characteristics.

Tip. If you’re aware something “questionable” has been said, have a quiet word with the comedian and ask them to apologise. This could prevent someone from making a formal complaint.

Day off sick

A common scenario after Christmas parties is that those who drank a bit more than they should, call in sick the following day. To avoid this happening suggest staff book annual leave if they think they may be “too tired” the next day.

Take care. Whilst many parties become the subject of gossip – due to the “silly antics” that went on – most pass without serious incident. But it’s sensible to remind staff that these are work events. So they are still expected to behave themselves and have regard to your equal opportunities and dignity at work policy.

Tip. This can be done using a conduct whilst on company business policy. It reminds staff that they must still act professionally at this type of event and that they will be subject to disciplinary action if they ignore your day-to-day rules.

   

Sexual harassment and discrimination claims are a key risk area. Plus, staff may call in sick the next day if they’re a bit worse for wear. When you’re giving out the details remind them that this is a “work-related event” and that they must still act professionally, as per your “conduct whilst on company business policy”.