It’s that time of year again….

Every year, throughout my 15 year career, I have had to advise on issues created from an office party - from minor incidents to full blown fights and fall outs. eg, two married women fighting in the loos over the affections of their manager, also married or the drunk employee who decided it was a great idea to tell everyone what EXACTLY he thought of them (including his wife..)

Here are some points on how to handle festive parties and celebrations at this time of year:

•Make sure employees are aware of the policies which are there to help prevent harassment and discrimination.
•Make sure they are aware of the types of behaviour that is unacceptable (fighting, excessive alcohol consumption, use of illegal drugs).
•Make sure you have plenty of soft drinks and water available, so people have a choice and those who don’t drink are not discriminated against. Nothing worse than a party, you don’t drink, and all they have is cola…
•Ask for volunteers to remain sober so they can supervise the event and spot/prevent potential behaviour before it becomes a problem.
•Employers have a potential for third-party harassment, act promptly and take any complaint seriously. Use the discipline and grievance procedures as needed.
•Check that the Secret Santa presents are appropriate and not likely to give offense.
•Remember if you are inviting partners, all partners are welcome, opposite and same-sex.
•Check that it is on a day that all employees are able to attend, Friday night might not be suitable for Jewish invitees, and also those with childcare responsibilities might find an evening party difficult to attend.
•Check everyone is old enough to get into any venue, that the venue is generally going to make all feel comfortable and relaxed, that it is not going to cause offense (Lap dancing bars might not be an idea for that last drink).
•Check that from a Health and safety prospective, that potential hazards have been considered and if you are holding it on the premises - check the insurance policy, particularly if third parties are invited.
•Check dietary requirements
•Take steps to prevent drink driving and manage the trip home, ordering taxis or laying on transport is an idea - employers have a duty of care to ensure the safety of employees and non-employees.

And afterwards…

Make sure employees are clear that they are expected to attend work the following day if required, don’t let absence go undealt with. If it a lunchtime party, make sure people know if they are expected to return in the afternoon. Remember if your employees use machinery or driving, make sure there are fit and able to do so on return to work if they have been consuming alcohol - even if it is the night before.