Top Ten Rules for the staff Christmas
party:
1. Set a 'Party
Policy'
From the employer's point
of view, the Christmas party is classed as a 'work activity'. It therefore
should therefore be treated as such by having guidelines in place. This could be
as simple as displaying employees' responsibilities, such as acceptable
standards of behaviour, on a notice board. The employer's responsibilities, for
instance meeting health & safety requirements and providing grievance
procedures to deal with any resulting problems, should also be
outlined.
2. Identify potential
hazards
Just as with any other
work-related activity, a risk assessment must be carried out to identify
potential hazards. This could involve inspecting the venue to plan for drunken
slips and trips, considering the safety of people going home after the event,
and even identifying any potential conflict between employees, so that table
plans can be organised accordingly.
3. Issue behavioural
guidelines
This should be included
in the 'Party Policy' and should clarify unacceptable behaviour, such as
harassment, bullying and fighting. Employees should understand that, as this is
technically a work activity, normal disciplinary procedures would be
applied.
4. Invite husbands, wives... and
life-partners
If inviting employees'
partners to the event, employers need to tread carefully. This should not be
restricted to husbands and wives but also extended to partners of the opposite
and same sex, to avoid potential sexual orientation discrimination claims. With
the introduction of Ontario legislation,
granting same-sex couples the right to enter into of marriage, employers should make extra sure
that, if inviting partners, same-sex partners are not excluded from
festivities.
5. Avoid 'tipple
tattle'
Boozing managers should
avoid discussing promotion, career prospects or salary with employees who may
use the convivial situation to discuss matters that are more suited to a formal
appraisal or private meeting. The employee is likely to expect any career
promises to be kept - even if the employer can't remember the
conversation!
6. Limit the
spirit
If the employer supplies
the alcohol, or encourages its consumption, they may be legally responsible for the welfare of the
employee if they suffer from drink induced disasters - even if they
occur outside of the party itself. The best solution is to limit the number of
free drinks and be prepared to ask individuals to take it easy if they appear
worse for wear. Suggested that you offer a cash
bar.
7. Don't poison your
staff
If providing a buffet,
the food must be safe to eat. Buffets present a particularly high risk of food
poisoning from foods such as cooked meats, eggs, mayonnaise and cooked rice.
Food should not be left out at room temperature for more than 90 minutes and
should be stored below 5°C.
8. Ditch the
mistletoe
The Christmas party is
the perfect environment for a festive fling but this could have repercussions
when employees return to work. A brief encounter under the mistletoe can cause
embarrassment in the workplace and put strain on working relationships. While
many businesses have informal views on office affairs, most do not have a policy
on workplace relationships.
9. Curb drunk
driving
As
employers are responsible for employees' actions after consuming
alcohol they
have provided, sensible bosses will issue advice before the party about not
driving after having an alcoholic drink. It is advisable to hire a minibus for the end of the
night, or provide the numbers of local taxi firms to demonstrate that reasonable steps have been taken
to minimise this risk.
10. Don't expect miracles the morning
after!
A contract exists between
the employee and employer that they will be in a fit state to carry out the work
they are being paid to do. Employers should decide to what extent they will be
lenient to staff coming to work with a hangover, arriving late, or even not at
all, and inform employees. More important is the safety of employees, who may
not be fully sober the next day, especially if they need to drive or operate
machinery. Employers should either advise employees beforehand not to drink too
much alcohol, or remove the risk to safety by giving them alternative work until
they are fit to resume their normal tasks.
Working with you.
Chris Wilkinson.
Certified Business Behaviour & Attitudes Analyst.
Business Coach.
Tel:
(905) 275-2907 (Mississauga--CANADA).