2018 Holiday Party Checklist
We’re in the last month of 2018, which may feel like mayhem for many business owners. It’s a difficult time. There are fewer work days, yet the client and customer deadlines remain; you’re evaluating employees and business year-end goals; you’re finalizing 2019 goals and strategies to meet those goals; and then there are the parties. There are parties you’re attending and the one you’re putting together for your employees. As you recognize (that’s why you’re throwing one) holiday parties are valuable. According to the Center for Management & Organization Effectiveness, a holiday office party could improve company culture in the following ways: It represents the preferred company culture in a light way; It unites office subcultures; It provides opportunities for recognition; It gives a morale boost; and It allows employees to interact with executives and upper management. But as a business owner, you walk a tightrope. You’re worried about putting on an office holiday party that is enjoyable for employees and positively contributes to the company culture on the one hand and making sure that things don’t get out of … Continue reading
Holiday Party Checklist for Employers
When you host a holiday party, how do you walk the tightrope of wanting your employees to have a great time without getting sued for sexual harassment, wage and hour claims, or workers’ compensation liability? Each company has its own work culture, which generally defines their party culture as well. I’ve attended holiday lunches sans alcohol as well as those where alcohol was free flowing. Although the presence of alcohol tends to make the event more festive and the conversation free-flowing, it’s usually at those parties that I’ve looked over and asked myself “did I really just see that?” Here are 10 Things to help your company host a holiday party without getting sued. 1. Skip the Mistletoe This one is self-explanatory. 2. Address employer-sponsored social functions in your handbook Your harassment policy should specifically address company-sponsored social events. In particular, consider providing specific examples of unacceptable behavior at these functions. If you do gift exchanges, remind employees that risqué or adult-themed gifts should not be exchanged with co-workers. 3. Host the holiday party at a restaurant or other off-site location … Continue reading