Thinking of hosting a summer party for your employees? This can be a great way to build morale and team spirit. However, given the potential liability facing employers, care should be exercised. A few precautionary measures can go a long way towards limiting your risks.
With that in mind, here are a few dos and don'ts to help employers host a successful (and liability-free) summer party:
- DO... remind employees that the party is a work event and that all workplace policies must be followed, including policies against workplace harassment and violence.
- DON'T... host the event in a non-accessible location. Ensure all employees are accommodated and can participate equally.
- DO... ensure food and non-alcoholic beverages will be served whenever alcohol will be provided.
- DON'T... serve alcohol without proper training. If alcohol will be present, ensure all servers are Smart Serve certified.
- DO... ensure supervisors are aware that they are expected to set an example and monitor/"cut off" employees who have overindulged.
- DON'T... host your party at the office. Holding the party off-site can reduce (but not eliminate) employer liability.
- DO... consider having a family-friendly or an alcohol-free daytime event.
- DON'T... have an open bar. Use drink tickets or a cash bar to limit alcohol intake.
- DO... follow your policies and procedures in the event of any incidents, such as an employee injury or sexual harassment report.
- DON'T... let employees drive under the influence. Provide transportation or taxi chits to reduce the risk of employees driving while impaired.
The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.
