Keep that Office Holiday Party in Check

As the year comes to a close, many medical practices are planning parties as a way to celebrate the holiday season and recognize employee accomplishments. While these events are an excellent way to reward employees for hard work and foster camaraderie among colleagues, they can also be a dangerous source of misconduct liabilities.

A survey commissioned by Caron Treatment Centers in 2015 revealed that more than 10 percent of employees have experienced negative effects as a result of consuming alcohol at a company event, including the need to apologize to colleagues, negative impact on their standing at work, drunk driving, and automobile accidents. Furthermore, according to a recent survey conducted by Challenger, Gray & Christmas, fewer companies are serving alcohol as compared to previous years, likely due to fear of incidents involving violence, harassment, or driving under the influence.

When planning to host a holiday event, administrators and physicians should be aware that they may be held liable for any property damage, injuries, or harassment claims that ensue, and learn ways to protect themselves and their practice from potential consequences. HR administrators can help limit seasonal liability by taking a proactive approach to mitigating incidents.

The easiest way to minimize the chance of sexual harassment, violence, impaired driving, and accidents resulting in injury is for practice leaders to avoid open bars, music, and dancing at holiday parties. In addition, employers may consider holding the event on-site during the work day or hosting a group outing or volunteer event to shift the focus toward a common activity. Holding an event off-site or after hours does not necessarily mitigate liability if it is a company-sponsored event.

If practices do decide to serve alcohol, employees should receive a written reminder of the company’s code of conduct and substance abuse policies prior to the event. In addition, by hosting the party at a hotel, restaurant, or bar with a liquor license, employers can transfer a portion of the liability to the provider of the alcohol while ensuring that employees are unable to self-serve liquor. Holding the event in the afternoon instead of the evening will also reduce instances of intoxication among attendees.

To avoid incidents of harassment, practices may also want to avoid the display of mistletoe at holiday events and send an email to guests regarding professional behavior, employee conduct, and social media policies. Employers should also urge attendees to report any harassment they experience or witness and create a non-retaliation environment in which employees are comfortable coming forward with such information. Leaders will want to communicate that the company event is voluntary, not mandatory, and is still considered a work-related activity at which appropriate dress and professional behavior is required.

The ultimate goal is to keep holiday events safe and fun, and when done properly, these celebrations can have a positive impact on employee morale, retention, team-building, and recruitment efforts. For more information on this topic, Curi members may listen to the October HR|Experts mini-webinar, titled “Seasonal Event Liability.”