As we move from November to December this week, it is hard to ignore the fact that Christmas is nearly upon us.
Indeed, if your office isn't in the Christmas spirit yet, Christmas carols and decorations in the shops make it hard to forget.
For many organisations, the
annual Christmas party is an opportunity to thank staff for their hard work throughout the year.
As the economy has improved somewhat from last year, many employees are looking forward to more salubrious affairs this year, compared with pared back Christmas parties to end 2009.
Of course employers are hoping that while the Christmas party may be described as an affair, that is the only affair of note!
While Christmas parties can (and should) be great fun, they can be a minefield from an employment law perspective. Some issues to consider, include:
* What are the expectations in respect of alcohol? If the party is being held on the employer's premises, are employees entitled to drink onsite? Will there be designated sober staff? Do the premises have appropriate licenses for serving alcohol? Is sufficient food being provided?
* How are employees getting home? Consider providing taxi chits. Is someone designated to make sure employees don't drink and drive?
* If the function is at other premises, who is in charge? Do employees know who to contact if issues arise? Are employees clear they are still representing the organisation and what is expected in terms of their behaviour?
* A new issue that has arisen for many organisations - what does the company expect in terms of photos from the Christmas party? Are employees permitted to put up photos of the company Christmas party on social networking sites such as Facebook?
Have you considered these issues for the upcoming Christmas season?
Ho-ho-hopefully you have!
Bridget Smith is an employment lawyer at Minter Ellison Rudd Watts
