Client Update: 12 tips for the company holiday party
Mark Tector and Killian McParland
‘Tis again the season for the company holiday party. And while the party planners are starting to break out the eggnog, there are some lessons learned from seasons past to keep in mind to ensure that the party runs smoothly and safely for all.
Employers should be aware that they can be responsible both for what happens during the holiday party and, sometimes, for what happens after. With that in mind, and borrowing from the “12 days of Christmas”, here are our 12 tips for the company holiday party:
- Remind employees that they are to conduct themselves appropriately and that the company’s policies – including the anti-harassment, respectful workplace, and social media policies – continue to apply.
- Make attendance voluntary and invite significant others.
- No mistletoe.
- No open bar.
- If alcohol is offered, make sure to offer non-alcoholic options as well and to manage alcohol intake – for example, by providing drink tickets.
- Promote responsible drinking and hire professional bartenders.
- Ensure that plenty of food is available when serving alcohol.
- With its recent legalization, remind employees of the company’s policies in relation to Cannabis, which may include a ban on the use of recreational Cannabis at work events.
- For bigger parties you may also consider hiring security (if not provided by the host location). Alternatively, for smaller parties, consider designating someone to monitor the event.
- Distribute taxi vouchers (or other transport, such as chartering a bus) to ensure that everyone gets home safe and sound.
- Depending on the circumstances and location, arrange for there to be hotel rooms available nearby (perhaps at a discounted or group price) if anyone can’t make it home. Communicate such options to employees prior to the event.
- Security or the designated monitor should be keeping an eye out for anyone who may be impaired – whether due to alcohol or other substances including Cannabis. Any impaired guest should not be allowed to drive. If there is resistance, the authorities may need to be called.
Putting the above tips into practice is not about being a holiday “Grinch”, but taking reasonable steps in order to promote a holiday party that is both safe and merry.
This update is intended for general information only. If you have questions about the above, please contact a member of our Labour and Employment group.
Archive
In preparing for the 2017 proxy season, you should be aware of some regulatory changes and institutional investor guidance that may impact disclosure to, and interactions with, your shareholders. This update highlights what is new…
Read MorePerlene Morrison and Hilary Newman During the fall 2016 legislative sitting, the Province of Prince Edward Island passed legislation that results in significant changes to the Planning Act. The amendments received royal assent on December 15, 2016 and…
Read MoreJoe Thorne1 and Justin Hewitt2 In Unifund Assurance Company v Churchill,3 the Newfoundland and Labrador Court of Appeal considered the application of our rules of court and the common law as they relate to disclosure of documents produced in…
Read MorePerlene Morrison Prince Edward Island’s municipal legislation is being modernized with the implementation of the Municipal Government Act (the “MGA”). The legislation has now received royal assent and will be proclaimed in force at a future date.…
Read MoreJonathan Coady and Chera-Lee Gomez It’s that time of year – the moment when we look back at the year that was and chart our course for the year ahead. For many councillors, administrators and planning professionals…
Read MorePeter McLellan, QC and Michelle Black In a recent decision, R v McCarthy’s Roofing Limited, Judge Anne Derrick provided some much-needed clarity around what it means to be a “constructor” on a job site. This is critical as…
Read MoreRick Dunlop On December 13, 2016, the Government of Canada released A Framework for the Legalization and Regulation of Cannabis in Canada: The Final Report of the Task Force on Cannabis Legalization and Regulation (“Report”). The Report’s…
Read MoreBrian Johnston, QC Canadian employers are already coping with approximately 75,000 Canadians authorized to use medical marijuana. Health Canada expects that this number will increase to about 450,000 by 2024. Employers know that medical marijuana…
Read MoreJonathan Coady With its decision in Canada Post Corporation v. City of Hamilton,1 the Ontario Court of Appeal has confirmed that the placement of community mailboxes by Canada Post is a matter beyond the reach of municipalities…
Read MoreJennifer Taylor Introduction Thanks to some dirty windows, insurance lawyers have a new go-to Supreme Court case on issues of policy interpretation: Ledcor Construction Ltd v Northbridge Indemnity Insurance Co, 2016 SCC 37. The insurers in Ledcor Construction had…
Read More