As we all finally start to unwind with end of year social events the silly season can be fraught with danger for employers.
Just remember that the 'workplace' does not end in the office. It can include christmas parties, work-sponsored events and after hours socialising. This doesn't mean you have to be a party pooper or not allow alcohol. Events don't have to be sterile and boring. However, It is imperative that employees and managers are more aware of what conduct is acceptable at work events and celebrations.
It used to be what people did at the work party or event that could land them into trouble. Now, it's also publicly expressed opinions, photos posted online and recordings that can echo long after the send key is pressed.
There are a few practical steps we suggest employers follow:
- send a reminder to all staff and managers in the days leading up to the Christmas party reminding them of behaviour that is acceptable
- make the message clear that onsite or offsite events, whether a client Christmas party, a team lunch or a corporate box at the cricket, do not mean standards of behaviour can slip
- arrange a designated time for drinks to finish and the party to end
- remind staff that any "kick on events" are not an excuse for behaviour to slip
- have a system in place for transport home
- ban official after-parties, and use of company cards at any unofficial after-parties to pay for drinks
- check that your policies, procedures, codes of conduct and are unambiguous
- establish a framework for recording all incidents and complaints - do not ignore complaints