Feature: Corporate Christmas
Festive fun or HR nightmare?
When organising the office Christmas party, an employee will have to face a minefield of HR challenges to ensure the safety and wellbeing of their staff. Chamber Connect explores some of the questions an employer should ask before hosting a Christmas bash.
Q. As an employer, what should I do to prepare for the festive season?
A. Your first step should be to issue a statement to all employees ahead of a Christmas party or similar work- related event. This should not simply outline the where’s and when’s of a party but also remind staff of conduct matters, what could constitute as inappropriate behaviour and what the penalties for such behaviour will be. A dress code is always a good idea to keep things professional. Additionally, make sure that all managers familiarise themselves with the workplace policy on work-related social events.
Q. Do I really need a policy on workplace social events?
A. Yes, regardless of the size of your organisation. Employers should always maintain a policy on workplace events because they have a duty of care towards their staff, and this will ensure that all staff know what appropriate behaviour is in such settings. The Equality Act 2010 makes employers liable for acts of discrimination, harassment and victimisation carried out by their employees, unless they can show that they took reasonable steps to prevent such acts.
Q. Can I make attendance at any Christmas events compulsory?
A. It is prudent to allow employees to decide themselves if they wish to attend a Christmas party or group event. The chosen date may fall on a non-Christian holiday, or staff may simply find that in the run-up to Christmas they are simply too busy with other commitments to attend. Additionally, making attendance compulsory means that employees may be entailed to claim the time back too.
Q. Is it appropriate to do an office ‘Secret Santa’?
A. It’s a nice gesture to bring the spirit of giving into the workplace and a Secret Santa gift-giving ceremony is a great way to involve the whole company. However, there are a few things to consider. Firstly, review your company’s gift giving policy and make sure all staff are aware of it – and if you don’t currently have a bribery policy implemented, now would be a good time to have one written up. It is important to remember that in a work environment, gifts cannot be inappropriate or offensive. It’s also wise to include an upper spend limit on any gifts exchanged to keep it fair.
Q. What if an employee comes to work late or not at all the day after the Christmas party?
A. You can include in your disciplinary policy the fact that you can take action for any lateness or non-attendance after a Christmas party, and staff should be reminded of this.
As an employer, you can make deductions
from employees’ pay if they turn up for work late the morning after the company Christmas event – providing the right to make deductions for unauthorised absence is written into the employment contract. If an employee misses work due to
legitimate illness, you should follow you usual attendance management policy and procedures.
‘Employers
should always maintain a policy on workplace events’
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64 |
Page 65 |
Page 66 |
Page 67 |
Page 68 |
Page 69 |
Page 70 |
Page 71 |
Page 72 |
Page 73 |
Page 74 |
Page 75 |
Page 76 |
Page 77 |
Page 78 |
Page 79 |
Page 80 |
Page 81 |
Page 82 |
Page 83 |
Page 84 |
Page 85 |
Page 86 |
Page 87 |
Page 88 |
Page 89 |
Page 90 |
Page 91 |
Page 92 |
Page 93 |
Page 94 |
Page 95 |
Page 96
