The Company Holiday Party: Make It Memorable for The Right Reasons

The company holiday party. It is a time for the company to show its appreciation for its employees and give them an opportunity to celebrate the holidays and socialize together outside of work. Because the economy is stronger, more companies are planning to have holiday parties this year. According to a recent survey by HR consulting firm Challenger, Gray & Christmas Inc. of 100 HR executives, 76 percent indicated they would hold a holiday party, up from 69 percent in 2015.

The challenge for company management is to make the party memorable for the right reasons: good food, great location, festive decorations, maybe even some enjoyable entertainment. Ideally, employees will not be talking about the party for the wrong reasons: violations of company policies, such as the policy against harassment, or even violations of the law (such as driving under the influence). Some advance precautions can minimize the possible negative outcomes.

• Company policies still apply. Remind employees that all company policies apply to party behavior, even though the party may take place offsite. It is especially important to remind supervisors and managers that their behavior, which reflects directly on the company, should not violate those policies. Employees need to understand that bad behavior will not be excused because it happened at a party.
  

  
   

• Alcohol. If something bad is going to happen, it is probably going to happen under the influence of alcohol. Alcohol loosens lips and inhibitions, and it is more likely that a drunk employee will say or do something inappropriate that could violate company policies , like make sexual remarks, tell dirty jokes, grope, pinch, become combative, or even make racist statements.
  
  • Some companies limit the number of drinks that employees may have by issuing alcohol tickets. Some companies serve no alcohol at all. If the company offers an open bar or unlimited alcohol, the company needs to be alert for any situations where the drinking has gotten out of hand.
    
  • If a supervisor or manager sees or hears an employee engaging in inappropriate conduct, he or she may take that employee aside and suggest that it is time to leave, or if he or she is not comfortable doing that, he or she can get a human resource manager or upper manager involved. The situation should be handled discreetly but firmly. If there is a threat of physical violence, it is best to call law enforcement to handle the situation.
    
  • The company also has an interest in ensuring that employees do not drive after imbibing too many adult beverages at the company party. It is a good idea to make taxis or ridesharing services available for employees who should not drive and have no designated driver. Some companies even put employees up in hotel rooms in the same facility as the party.
    

    
     

• Food. The company should make an effort to accommodate dietary needs and preferences, especially religious dietary needs. Our firm handled a case several years ago in which an employee alleged that his employer (a poultry processor) discriminated against him on the basis of his religion (Muslim), and as evidence, he cited the fact that it only served pork at company functions. This allegation was false, and we succeeded in having the case thrown out. Nevertheless, the company should be conscious that some employees may not eat pork or even meat for religious reasons and it should offer alternatives. Some employees may also abstain from eating certain foods for health reasons. The company can ask for any dietary needs or preferences, but it should not make further inquiries into employee health conditions.
  

  
   

• Attire. The company should make its expectations regarding proper attire known in advance of the party. If any employee shows up to the party in something that reveals more skin than necessary, someone should discreetly suggest covering up or changing. But remember, revealing attire does not excuse inappropriate behavior or remarks by others.
  

  
   

• Spouses, partners, significant others, dates. Some companies invite only employees to the annual holiday party. This may save money, but keep in mind that an employee's spouse or partner can be the company's ally at those times when an employee is asked to work extra hours or shifts. Sometimes, however, allowing employees to bring dates can make things truly interesting: picture a holiday party where an employee brought not one, but two strippers as guests (true story).
  

  
   

• Be inclusive. Not all people celebrate Christmas, so in official company communications, it is best to refer to the party as a "holiday" celebration.
  

  
   

So, have fun, be safe, and enjoy the holiday season!