Employers' Guide to a Hangover Free Staff Christmas Party
Winter is upon us once again, which means that many businesses will be hosting company Holiday Parties. While office parties are often great for boosting morale, they can come along with a host of potential liability issues, especially in light of the fact that there is often free flowing alcohol. Employers who provide alcohol at the company party can be held vicariously liable if an employee gets behind the wheel while intoxicated and injures someone (or themselves). And lowered inhibitions associated with drinking can lead to inappropriate conduct on the part of employees.
Here are some tips to help you avoid a nasty holiday hangover in the form of lawsuit:
- Avoid an open bar: An open bar is a recipe for excessive drinking. Instead, consider handing out tickets for a limited number of drinks or a cash bar. At the very least, institute a "last call" an hour or so before the end of the party.
- Provide taxi fare or hotel rooms: Employers want to make it as easy as possible for employees to not have to drive home after the party. If providing hotel rooms, make sure that the hotel is very close by to where the party is being held, lest employees decide to drive to the hotel!
- Hire professional bartenders: It is a bad idea to allow guests to serve themselves or to have the managers serve alcoholic drinks. Professional bartenders are trained to know when to cut off partiers that have clearly had too many (and instruct them to do so!).
- Ensure that a manager sticks around: The last person to leave the party should be a member of the senior management team (and that this person stays sober), who can watch out for intoxicated employees or any inappropriate behavior.
- Remind employees of the harassment policy: Before the party, employees should be reminded that all of the rules that normally apply to the workplace continue to be enforced. This must include the harassment policy, which specifically outlines the process for dealing with complaints (remember – all Ontario workplaces are now required to have Workplace Violence and Harassment Policies in place).
For more information, please contact:
Richard Sinclair
rsinclair@kellysantini.com
Kelly Santini LLP