Q: What are the liabilities of serving alcohol at a holiday party?
A: At any type of company-sponsored party, an employer may be held liable for employees' actions during the party, as well as for any injuries incurred. Additionally, employees who are injured at company-sponsored holiday parties may be eligible to receive workers compensation benefits.
Employers can incorporate the following suggestions into their holiday party plans so they can minimize liability when alcohol is a factor:
Before the party, be sure to communicate to employees that excessive drinking will not be tolerated. Also state that intoxication and inappropriate behavior at the party will be grounds for disciplinary action.
Convey to employees that the holiday party is purely a social event and that attendance is voluntary.
Involve employees in holiday party planning.
Hold the party at an off-site location, and use professional bartenders to serve and monitor alcohol consumption.
Do not provide open bars. Instead provide cash bars and implement a drink limit per individual (i.e., a ticket system).
Do not permit managers or supervisors to buy alcoholic beverages for employees.
Stop serving alcohol early, well before the party's scheduled ending time.
Offer a wide variety of nonalcoholic beverages, and serve protein-rich foods to slow digestion and alcohol absorption.
Provide a variety of entertainment so drinking is not the focus of the party.
Hold the party at a location that is easily accessible by public transportation.
Collect employees' car keys when they arrive at the party.
Arrange for volunteer spotters and volunteer-designated drivers to monitor the party, to determine if individuals are intoxicated, and to drive them home.
Arrange for alternative transportation (i.e., taxis) for intoxicated individuals.
If held at a hotel, arrange for a block of rooms that employees can reserve at a discount. Although these suggestions won't eliminate liability, they will minimize employer risk and will promote a holiday season of happiness and safety.
The Society for Human Resource Management provides this material as general information only. It is not a substitute for legal advice. To contact the local chapter of SHRM, e-mail the Northland Human Resources Association at
info@northlandhra.org
or go to
www.northlandhra.org
.
