Santa's on His Way.....but who's been naughty?

[Employment Law Services]

The festive period is often an enjoyable time for Employers and staff members alike and the extended break over xmas and new year can help provide everyone with a great opportunity to recharge their batteries.

Unfortunately, free flowing alcohol at the annual office xmas party often acts as a trigger for some less than jolly employee behaviour leaving business owners/managers with a less than festive HR hangover to cope with.

Common issues Employers often have to deal with after the office xmas party include, gross misconduct (usually the result of a festive punch up),claims of bullying, harassment or even discrimination (sex, age, race, religious).

To help avoid the HR hangover here are some top HR tips aimed at helping you steer your sleigh around this traditional xmas HR minefield:

1. Ensure all employees are aware of the company's standard disciplinary and grievance procedures.
   
2. If staff are expected to come in the day after the office party, make sure this has been clearly communicated to them beforehand
   
3. At the office party, ensure all employees are catered for regardless of their age, sex, sexual orientation, religion or disability.
   
4. Lastly, consider providing transportation from the party venue to ensure staff arrive home safely.

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[Former Member 1]

Unfortunately, free flowing alcohol at the annual office xmas party often acts as a trigger for some less than jolly employee behaviour leaving business owners/managers with a less than festive HR hangover to cope with.

1. Ensure all employees are aware of the company's standard disciplinary and grievance procedures.
   
2. If staff are expected to come in the day after the office party, make sure this has been clearly communicated to them beforehand
   
3. At the office party, ensure all employees are catered for regardless of their age, sex, sexual orientation, religion or disability.
   
4. Lastly, consider providing transportation from the party venue to ensure staff arrive home safely.

You're gonna hate me for this.....

1. Ensure all employees are aware of the company's standard disciplinary and grievance procedures.
   
   Best way to do this is have it printed on toilet roll and hung up in the appropriate place... It's CHRISTMAS! If somebody gives you a piece of their mind AWAY HAME AND THINK ABOOT IT YA TUBE!
   
   
2. If staff are expected to come in the day after the office party, make sure this has been clearly communicated to them beforehand
   
   If staff are expected to come in the day after the office party you've either held it WAY too early or you truly ARE an 'annular output port'!
   .....don't be so f*kin' stupid next year YA TUBE!
   
   
3. At the office party, ensure all employees are catered for regardless of their age, sex, sexual orientation, religion or disability.
   
   
   This involves making sure the biggest homophobe in the office is forced (at gunpoint if necessary) to be placed on youtube singing "Y.M.C.A" (preferably dressed as Tinker Belle). the you ALSO remember to celebrate Chinese New Year (this usually involves staying drunk from December 22nd to some time in February). That the bloke who plays wheelchair basketball for Scotland does a break-dancing exhibition at some point in the evening that I go home with Vanessa Mae....:001_tt2: and that my mate Henry goes home with a big hunky member ...of the Scottsh rugby team :laugh:
   
   
4. Lastly, consider providing transportation from the party venue to ensure staff arrive home safely.

Altogether now....

The back o' the bus they canny sing....
They canny sing...
They canny sing....
The back o' the bus they canny sing....
They canny sing for peanuts! :001_tt2::001_tt2::001_tt2::001_tt2:

 

[Gordon N]

You're gonna hate me for this.....

:lol:

Looks like Matt has found some form tonight! :001_tongue:

 

[Employment Law Services]

I have to a admit I had a chuckle myself when I read Matt's post :tongue_smilie: and I'm sure lots of people have a similar 'tongue in cheek' view about employment laws at Christmas parties.

But those tears from laughter could quite quickly turn to tears of sadness.......remember Elizabeth Weston?

She was given £1m after an executive at Merrill Lynch made remarks about her breasts and sex life at a Christmas party.

Merrill settled the case the week before it reached an employment tribunal and does not admit liability but had it gone to a tribunal and they'd been found liable, the award could've been even higher..............there are no limits on discrimination awards!!

Its good to have a laugh and enjoy the festive period (I know I'll certainly be trying to) but Employers should remember that they are vicariously liable for their employee’s behaviour if it takes place in the course of their employment and this can cover Christmas parties and work related functions even if they are held off premises and outside working hours. :sad:

Elizabeth Weston's case is an extreme one but in this culture of 'no win, no fee' we now live in, evidenced by a 15% increase in individual employment tribunal claims last year, compounded by increases in the amounts awarded against businesses (avg. > £14,000),if you employ staff the odds are you will face the threat of an employment tribunal claim sooner or later.

Could your business afford to lose £14,000?

Our commercailly aware HR Advice and employment tribunal indemnity protection will ensure employers can relax and enjoy the festive period safe in the knowledge their HR backsides are covered!

 

[Former Member 1]

Its good to have a laugh and enjoy the festive period (I know I'll certainly be trying to) but Employers should remember that they are vicariously liable for their employee’s behaviour if it takes place in the course of their employment and this can cover Christmas parties and work related functions even if they are held off premises and outside working hours. :sad:

I seem to recall the Weston case WAS pretty extreme... And contrived... She sued them again because she didn't like the reference they gave her.

Though of course it's very serious issue and people should definitely take heed...