As the season comes to word of caution is in order for the holiday parties. Although the holiday party can be a time in a good mood, good feelings and positive attitude of staff tool, the party itself, as sometimes happens that after the party, can turn a happy event in legal liability.

Any planning or attending a holiday party to remember that the party is the employer of the event. This means that the employer is legally responsible for whatever happened at the party, and sometimes even for events that occur after the party.

The first question for any employer planning a holiday party, as alcohol is processed. If the employer usually does not allow to drink either on its territory or in working hours, the planning group on the premises, AA part of the working day will mean a lack of drinking water. From the perspective of risk management, non-alcoholic holiday party is the best option. When alcohol flows, increased legal risk.

With a holiday party is a company event, all legal requirements, and all politicians in the leadership of the employer remains in force. In particular, rules against racial and sexual harassment still apply. This means that racial or sexual jokes, as well unconsented touching other parts of the body is not permitted, even if the case is a party holiday. However, if alcohol is readily available, workers, or worse yet, some managers may be difficulties with their tongue or hands, and forget about these important policies of the company. Harassment at a holiday party more harassment and responsibility still exist, if the event is sponsored by the company.

This problem may become even more acute if the spouses or significant others are invited to a holiday party, where alcohol flows freely. After several rounds of drinks, can not be bragging about who slept with whom in a recent business trip or spread rumors and gossip about the service relationship. This type of behavior can convert a joyous time in an unpleasant experience and turn positive development employee relations nightmare.

If the employer decides that alcohol should be served, that is, cash bar or have a very short period of time to drink before dinner. If the employer does not want to place any restrictions on drinking, and then arrange for designated drivers, and give someone the power “off” workers or managers, who were intoxicated. Unfortunately, every year there are reports of serious accidents or even death of intoxicated employees returning from holiday parties. That Christmas are not wanted.

In today’s difficult economic times, the employer may wish to reduce the use of traditional holiday party. There are many options for an employer who wants to control costs, while at the same time offering a positive experience for the rest of staff. For example, a well-planned, organized a dinner for the department or a specific business unit may be equally effective technique employee relations, as well as the traditional holiday party.