For many employers the ongoing economic circumstances and fears of a double dip recession have resulted in a scaling back of hospitality for staff. However, for some employers the office Christmas
For many employers the ongoing economic circumstances and fears of a double dip recession have resulted in a scaling back of hospitality for staff. However, for some employers the office Christmas party is an opportunity to thank employees for their commitment during the year. Unfortunately such events are not without risks from an employment law perspective.
Here are our top three tips for making the Christmas party enjoyable for all.
Be Clear: This is the time of year when the HR Director gets to play the pantomime villain and po-faced party pooper by setting out the rules and the potential sanctions in advance in the hope of avoiding problems or, if not, at least laying the foundation for appropriate and defendable management action. It's always a good idea to be clear what is expected of employees during the Christmas party. If customers or clients are to attend, this should be made known and employees should be told that they need to behave accordingly. It is a good idea to remind employees of the need to treat each other with respect and that aggressive or abusive conduct will be treated as a disciplinary issue. Remind your employees of the equal opportunities, harassment and bullying policy. The fact that the party may be off work premises does not alter what is expected of employees.
Plan: Make sure that the Christmas party is properly planned so that it is inclusive for all employees. Equally be careful not to apply pressure on those employees who do not wish to attend to do so. Make sure the food and drink provided is suitable for everyone taking into account religious and cultural preferences. When choosing a venue ensure it is accessible to everyone. Consider placing an appropriate limit on the amount of alcohol that is available and offer plenty of non-alcoholic alternatives!
The Aftermath: Setting the parameters before the Christmas party will make it much easier to deal with any issues that arise as a result. It will be easier to show that any disciplinary action you may need to take is reasonable if employees have been forewarned of the likely consequences. If an employee raises a grievance about behaviour that has taken place at the Christmas party it should be dealt with under the grievance procedure.
Remind managers that conversations during the Christmas party, for example regarding performance or pay rises, can lead to situations where an employee develops expectations that the company cannot meet and maybe difficult to manage going forward.
Act consistently: the same rules should apply to all. Deal with any issues promptly while memories are, at least relatively, fresh.
Season's Greetings!
Here are our top three tips for making the Christmas party enjoyable for all.
Be Clear: This is the time of year when the HR Director gets to play the pantomime villain and po-faced party pooper by setting out the rules and the potential sanctions in advance in the hope of avoiding problems or, if not, at least laying the foundation for appropriate and defendable management action. It's always a good idea to be clear what is expected of employees during the Christmas party. If customers or clients are to attend, this should be made known and employees should be told that they need to behave accordingly. It is a good idea to remind employees of the need to treat each other with respect and that aggressive or abusive conduct will be treated as a disciplinary issue. Remind your employees of the equal opportunities, harassment and bullying policy. The fact that the party may be off work premises does not alter what is expected of employees.
Plan: Make sure that the Christmas party is properly planned so that it is inclusive for all employees. Equally be careful not to apply pressure on those employees who do not wish to attend to do so. Make sure the food and drink provided is suitable for everyone taking into account religious and cultural preferences. When choosing a venue ensure it is accessible to everyone. Consider placing an appropriate limit on the amount of alcohol that is available and offer plenty of non-alcoholic alternatives!
The Aftermath: Setting the parameters before the Christmas party will make it much easier to deal with any issues that arise as a result. It will be easier to show that any disciplinary action you may need to take is reasonable if employees have been forewarned of the likely consequences. If an employee raises a grievance about behaviour that has taken place at the Christmas party it should be dealt with under the grievance procedure.
Remind managers that conversations during the Christmas party, for example regarding performance or pay rises, can lead to situations where an employee develops expectations that the company cannot meet and maybe difficult to manage going forward.
Act consistently: the same rules should apply to all. Deal with any issues promptly while memories are, at least relatively, fresh.
Season's Greetings!