Responsibilities At Employer Sponsored Staff Christmas Parties

All of a sudden, it’s Christmas again and discussions between staff member's inevitable turns to the staff Christmas party, the highlight of any services annual social calendar.

Unfortunately, there is the odd party that stays memorable for all the wrong reasons.

Now is the time to make sure all employees are aware of the appropriate standard of behaviour expected of them and the disciplinary consequences of failing to meet those standards while participating in Christmas functions.

According to Work Health and Safety legislation (WHS), employers have the obligation to ensure the safety and welfare of their staff while at work. This obligation also extends to "work related" events or Christmas celebrations regardless of whether the function is held on work premises or not. A function for example, at a club or restaurant, organised by the employer, still carries with it a weight of responsibility.

It is important to be clear about your expectations of staff and to back that up with policies or procedures governing conduct and behaviour. This will enable you to take disciplinary action if required against non-complying employees.

Don't forget, there may also be Workers Compensation implications at an employer organised Christmas party as Workers compensation obligations in some jurisdictions still extend to journeys to and from work as well as any injury sustained traveling between work obligations: - Check with your insurer just to be on the safe side.

Ways to help minimise the risk of disaster

Now that we have taken all the "fun" out of the end of year Christmas Party, here are some simple suggestions that can help lower the risks.

• Set clear start and finish times for the function - no acceptation - make sure that all staff are aware that before the start and after the finish they are on their own.
• Have alcohol served responsibly and control the quantities. Avoid letting employees buy top up drinks for themselves over the top of what you provide between the start and finish times.
• Have food coming out before any drinks and make sure you have plenty of water and soft drink available.
• Don't be afraid to pull staff up (or their partners) if they are becoming inebriated. It’s your event, not theirs even if they do contribute to the cost of the event.
• Watch under underage staff like a hawk and make sure they don't consume alcohol and that they are preferable transported to and away from the venue by a parent.
• Remind staff to be familiar with your:
• Staff Code of Conduct
• Drug and Alcohol Policy
• Harassment and Bullying Policy.
• Work Health and Safety Policy.

(if you don't have any of these, let us know if you need a hand)

• Choose a safe venue with access to public transport, provide cab vouchers to staff you feel may be vulnerable .... remember you can’t make them use it but if you give it to them you have done all you can ... or encourage nominated ‘non-drinking’ drivers.
• Supervise staff, to only to prevent excessive drinking but also inappropriate behaviour, remember sexual harassment and discrimination claims are not diluted by alcohol nor are Facebook pages with photos of your staff in uniform dancing on tables easily removed from public view.
• Make it clear to staff that the employer’s responsibility ceases at the end of the function and if staff choose to continue the evening, that they are responsible for their own safety.
• Avoid paying for drinks at alternative venues after the event is finished or provide “cash on the bar”.

Don’t forget, if your service has a Christmas shutdown you must notify staff in writing at least 4 weeks ahead of the date of the period that the service will be closed. This also has implications for accessing annual leave credit or accessing leave in advance as the case may be.

If you need any assistance managing Christmas Party issues, call DJMIR on (02) 61 500 800