The Christmas Party
Christmas is a time of year that most people look forward to, despite the fact that preparations seem to start in September these days!
The majority of organisations do something to celebrate Christmas. Many companies will have a specific “Christmas Party” whereas others may just have one or more unofficial do’s.
This is the point where I turn into Scrooge. Unfortunately over the years I’ve seen everything that can go wrong when employees let their hair down. The normal catalysts are, of course, the demon drink, the informal atmosphere and unaired grievances.
Typical situations that have become clichés because they happen so often are, in no particular order: drunk employees haranguing their supervisors or managers about perceived injustices (wages being a popular topic at this point, usually when it’s their round!), managers picking on subordinates in what they no doubt think is a light-hearted way, arguments and even fights, drink-driving and of course, everyone’s favourite – sex. Whether it’s an unwanted advance under the pretext of mistletoe or something a little more X-rated there’s nothing like Christmas for getting men (and of course women) into trouble with their colleagues.
I know that many people reading this may think “so what?...that’s what Christmas parties are for!”. The point is that Christmas parties can leave employers with headaches, as well as hangovers.
Employers need to bear in mind that, even though it may be off work premises and out of normal working hours, they can still be held responsible for the actions of their employees. Complaints of sexual harassment won’t just be against the office lech, but against the company for letting it happen. In the same way if someone gets hurt in a drunken brawl, it’s not just the person who threw the punch who takes the blame. Employers who take an “anything goes” attitude may find that their New Year starts off with a Tribunal claim.
In the same way, employees must realise that inappropriate behaviour at a work do is the same as inappropriate behaviour at work. The excuse “it’s Christmas” won’t work so well if you find yourself on the end of a complaint or even disciplinary action.
It’s not just the office party where employers can get into trouble at this time of year. I know of at least one company who banned the annual ‘Secret Santa’ because people kept buying rather personal gifts. The management took the decision that giving someone chocolate body paint was just asking for a claim for harassment.
So what advice can I give people as we head into the festive season?
Employers should make sure that employees realise unacceptable behaviour will not be tolerated, now might be a good time to remind all staff about your bullying and harassment policies. Also make sure that all managers know not to talk about things like wages or other terms of employment at the Christmas party; if someone won’t let the matter drop then tell them to see you about it on Monday. Employers who lay on an unlimited supply of free booze should be aware that the consequences, as well as the bar tab, could be costly. Finally, offering a free coach or minibus home is a good means of ensuring that all your employees stay safe after the party.
As for employees, I’m not trying to ruin your Christmas, but at least be aware that anything you do might have consequences. As a rule of thumb if you wouldn’t do it at work, don’t do it at the party!
Lecture over – and Merry Christmas!
Published 27/09/2006.
