The silly season is looming. As
the most anticipated event of the
year, employers need to be mindful of
their continued duty to their employees.
T
he
relaxed
informal
atmosphere,
the
excitement
of
the
looming Christmas break and
access to alcohol creates the
perfect breeding ground for an
increased risk of:
* employees being injured;
* sexual harassment
bullying; and
and
* inappropriate behaviour.
By following these six hot tips,
employers can discharge their
obligations to employees in
preparation for the upcoming
festive season.
1. Send an email to all staff a
week before the Christmas Party
reminding them that:
(a) Christmas parties are
still “work functions” and
their
behaviour
must
comply with workplace policies.
If your workplace has a drug
and alcohol policy or sexual
harassment,
discrimination
and bullying policy remind staff
to review these policies and be
familiar with them. With the
rise in social media you should
also remind staff about using
these platforms whilst at
work functions.
(b) It is their responsibility to
drink responsibly and where
appropriate legally; and
(c) They should make any
necessary travel arrangements
to get home safely at the end
of the event and a reminder
of the legal driving limits.
In circumstances where you
are holding a function which is
a significant distance from the
workplace you may consider
arranging a courtesy coach or
cab charge vouchers for staff.
function and to address any
escalating behaviour.
2. Send invitations to staff
setting out the specific hours of
the function. If there are plans to
hold an “after party” you should
be aware that until such time as
the “after party” comes to an end
it will remain a work function.
6. If any complaints are received
following the function, ensure
that you deal with them promptly
and thoroughly.
3. Ensure that the quantity of
alcohol available is proportionate
to the food being served.
* one pinch of responsibility for
each employee;
4. Limit the ability of employees
to consume excessive amounts
of alcohol. If you are going
to have an “open bar” you
should take extra precautions
to ensure the responsible
service of alcohol. In the Fair
Work Commission it was found
that “it is contradictory and
self-defeating for an employer
to require compliance with its
usual standards of behaviour at
a function but at the same time
allow the unlimited service of
free alcohol.” 1
5.
of
For a delightful Christmas party,
we recommend
* 1 serving size of Christmas
Ham with all the trimmings;
* Responsible service of alcohol;
and
* Barrels of laughter
Christmas Cheer.
and
For all your employment law
enquiries, contact the team at
MacDonnell’s Law.
1 Keenan v Leighton Boral Amey Joint Venture [2015] FWC 3156
Nominate
a
member
staff to “supervise” the
Oct|Nov 2016 |
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