Holiday parties can be a great way to reward employees but can also create unintended human resource management issues. You don’t want the festivities to turn fractious so you may want to use these three simple steps to reduce legal liabilities:
1) Avoid any religious ties to holiday parties. A “Christmas Party” may appear insensitive to some employee; however, throwing a generic holiday party will ensure everyone feels comfortable.
2) Limit or don’t serve alcohol. Consider using a ticket system that limits the number of drinks and provide alternative transportation if you do serve alcohol.
3) Size the event to economic conditions. If you have just had a round of layoffs or haven’t provided raises in over a year, consider the message that an extravagant holiday party will send – a simple celebration may be a better option.
For more advice on holidays parties go to http://blog.kpaonline.com/2009/12/lampshades-and-lawsuits-how-to-limit-your-libility-for-holiday-events