The holiday season is here – malls are decorated, festive music has begun to play on the radio and the excitement of the season is starting to build. Unfortunately, this celebratory atmosphere and the holiday parties that are a traditional part of this season can result in employer headaches. Enjoy the holiday fun without the headaches by following these tips:
- Alcohol is one of the most common issues at employer holiday parties. It may lead to accidents, sexual harassment complaints and generally unprofessional behavior. Employers can and should be proactive. Warn employees that sexual harassment will not be tolerated. In addition, employers should steer clear of holiday décor that might encourage unprofessional behavior (i.e., mistletoe). Another proactive approach is for an employer to serve plenty of non-alcoholic beverages and filling foods to compliment any celebratory drinks. Although not necessarily related to alcohol, employers should remind employees that proper dress code and behavior is expected at holiday parties.
- Employers should consider holding holiday parties outside normal working hours and making attendance truly voluntary. With that being said, employers should be inclusive and invite all employees to attend. Employers should not pressure employees to attend, as there are a number of protected reasons why an employee would not want to attend (i.e., a religious reason prohibits attendance or the employee has a health problem). In addition, a “mandatory” office party may be considered “work” for employees under state or federal laws and an employer may be required to compensate the employee for the time spent at the party. If an employee declines an invitation to a holiday party, it is best for the employer accept the decision without further comment.
- The holiday season is hectic for both employees and employers – offices are closed, schedules tend to vary, and employees request time off frequently. Denial of these requests can lead to disappointment and hard feelings. Employers can help lessen these issues by clearly communicating workplace policies related to time off to employees. Employers should be aware, however, that federal law requires an employer to reasonably accommodate an employee’s religious observances, practices and beliefs. As a result, employers should attempt to accommodate requests for time off to attend religious services unless doing so would pose an undue hardship.
Following these simple tips may assist your company this holiday season. If you have any specific questions regarding your company’s holiday policies, you should contact Zator Law.
