This post was co-authored by Labor + Employment Group lawyer Rauchell Beckford-Anderson.

Holiday celebrations are meaningful ways to recognize employees’ annual contributions to the company; however, such celebrations can introduce safety, compliance, and cultural challenges. So, as you deck the halls and cue up the playlist, remember: a great party is about more than just fun—it is also about ensuring health and safety, an inclusive environment, and alignment with the company’s values and applicable laws.

Workplace Conduct Policies

When the music is playing and the eggnog is flowing, it’s easy for boundaries to blur and issues to arise. Therefore, employers should consider reminding employees before the event, that all company policies apply during such events (including sexual harassment and harassment policies) and that professional and appropriate behavior is expected of all employees and their guests. Employers should consider sending out clear communication before the event, such as an email or memo, that sets expectations and reinforces the importance of maintaining a safe and respectful environment. Employers should also remind supervisors that they are expected to model professional behavior. For example, supervisors and leadership should actively circulate during the event to ensure the celebration remains safe and professional.  

Managing Alcohol and Safety

A little holiday cheer can go a long way; however, in a manufacturing setting, even a small amount of alcohol can spell trouble, and lead to accidents, injuries, or costly mistakes. To minimize risks, consider avoiding alcohol at on-site events or during working hours altogether. For off-site gatherings, employers should consider implementing safeguards such as issuing drink tickets per person; limiting the kind of alcohol served (e.g., beer and wine only); serving a full meal; ensuring the focus of the event is not on the bar or alcohol but on a meal, activity, or theme; and utilizing trained bartenders who can monitor and manage service. Additionally, employers may wish to consider providing ride-share options or designated drivers to help prevent impaired driving after the event.

Participation – Mandatory v. Voluntary

Employers should consider whether to make attendance mandatory or optional and how to communicate this expectation to employees. In determining how to approach attendance, it is important for employers to understand the impact that it may have on employees, including employees who do not celebrate holidays or do not wish to attend such an event. In addition, employers should keep in mind that if attendance is mandatory, injuries and illnesses resulting from the gathering may be covered under their workers’ compensation plan.

Inclusion and Respect

In order to create an event that is inclusive of all employees, employers should consider using neutral themes such as “End of Year Celebration,” or “Holiday Gathering” that do not reference specific religious or cultural holidays. When planning food and refreshments, employers should consider offering a variety of options that accommodate various dietary restrictions, preferences, and cultural backgrounds. In addition, employers should consider the logistics and activities to ensure they are inclusive of employees who have worked at the company for many years as well as newly hired employees who may not be as familiar with their colleagues.

Takeaways

In short, employers should carefully plan their holiday events, including engaging input from stakeholders, so that the event is memorable for all the right reasons.