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Ten Tips to Avoid Problems at the Employer’s Christmas Party

Ten Tips to Avoid Problems at the Employer’s Christmas Party

In case of failure to prepare for a number of ‘party fights’, alarm bells could replace Jingle Bells for employers holding Christmas events for this year.

Study shows that half of all parties are fighting fellow members, one in each 3 with sexual harassment incidents and one in five with employee-related accidents.


Boozy blowjobs, festive festering and flirting finger food create a legal minefield, which makes Büro Bash one of the year-round riskiest corporate events. But the Top Ten’ Yule rules are the following instead of totally scrapping the party to help bosses host a safe celebration.


Safety and health and labor laws are not intended to trap or kill employers, but they are designed to improve the safety and comfort of the workplace. While bosses can prove that they have carried out a risk assessment and taken sufficient steps to minimize risks, they can relax and enjoy Christmas, knowing that they’ve done almost all they can to stop the worst event.


Yule’s Top 10 Rules:


1. Set the policy of a’ party’


The Christmas Party is considered a ‘work activity’ from the employer’s perspective. It should therefore be seen in the form of guidelines. This can be just as simple as showing the responsibilities of employees in a notice board, such as appropriate conduct standards. The responsibilities of the employer to address any resulting problems must also be outlined, for example, health, grievances and safety procedures.


2. Identify possible risks


Like every other activity linked to work, a risk assessment should be conducted to determine possible risks. This could include inspecting the site for drunk slips and trips, because people’s safety goes home after the event and even identifying any possible conflicts between employees, so that table plans can be organized in accordance with the event.


3. Issue guidelines for conduct


This needs to be included in the ‘Party Policy’ and clarifies unacceptable conduct such as harassment, warfare and harassment. Employees must realize that normal disciplinary procedures are applied since this is technically a work activity.


4.Encourage husbands and wives…


Employers have to proceed carefully if employee partners are invited to the event. This should not only be done to women and husbands, but should also be extended to same-sex partners, to avoid possible discrimination on the basis of sexual orientation. With the introduction on 5 December of this year of the Civil Partnerships Act, which allows equal-sex couples to enter into marriage equivalent, employers should ensure that same-sex partners will not be excluded from festivities if inviting partner.

How to Reduce Employer Liability at Holiday Parties

5. Avoid tattooing’ 5.


Boozing bosses should not discuss promotions and career opportunities or possibly pay with staff, who might discuss things that are usually more appropriate for the proper evaluation or perhaps personal meeting with a user-friendly situation. The employee is likely to expect to maintain some career promises – even if the employer doesn’t remember the discussion!

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6. Bound up the spirit


Where the employer is delivering, or may be promoting, the consumption of the alcohol, the employee could, even if it occurs outside that Party itself, be legally liable for its welfare in the face of drink-induced disasters. The best answer is normally to limit the number of free drinks, and to ask people easily if they appear to be worse off.


7. Don’t poison your staff


The food should be good to eat if you offer a buffet. The risk of food poisoning from foods such as cooked food, mayonnaise, eggs and rice meats is particularly high. For over ninety minutes, food should not be left out at room temperature and should be kept under 5°C.


8. Sweep the gun 8.


The Christmas party is the ideal setting for a holiday, but it could affect when people return to work. A short meeting under the muzzle can cause workplace embarrassment and also strain working relationships. Although many companies have informal opinions about office affairs, many do not have an employment policy. Employers must ensure that all employees are informed and also remembered before the party about the company’s view on romantic issues between colleagues.


9. Driving the Curb


Because employers are to blame for actions of employees who have taken alcohol, sensitive managers are to give advice to the party that they do not drive after alcohol. It is recommended that a minibus be picked up at the end of the night or that local taxi companies show that they have taken reasonable steps to reduce this risk.


10. The morning after, do not rely on miracles.


There is a contract between the employee and the employer to ensure that they are in a position to do their job. Bosses should decide how lenient they are when employees come to work with a hawk, come late or maybe not at all, and inform the employees. The safety of employees is far more important, which may not be completely sober the next day, especially if they have to operate and drive machinery. Employers should advise employees to not consume too much alcohol in advance, or possibly eliminate safety risks by giving them alternative jobs until they are in good standing for their regular work.

Good luck.

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