 |
|
||
 |
|||
 |
 |
 |
   | 
| ||||||||||||||
Top 10 rules for surviving the Yule
QUICKVOTEON CNN TV
YOUR E-MAIL ALERTSLONDON, England (CNN) -- If you have ever faced the long, lonely walk back into the office after a night of ill-advised overindulgence at the work Christmas party, or if you have ever wondered how best to manage preparations for the big night, salvation may be at hand. With the party season well and truly in full swing, Out-law.com, an online legal portal and a division of global law firm Pinsent Masons, has compiled its top 10 list of tips for surviving the office Christmas bash. The tips come as a survey by the Chartered Institute of Personnel and Development found that three-quarters of small firms were funding Christmas revelries. But at the bigger end of town it would appear that fears of a legal hangover or lost productivity have taken their toll. The CIPD poll also found that only two in five big businesses -- those with staff of 5,000 or more -- had decided not to organize an official party at all. So whether your workplace is fabulously festive or business-as-usual, here are some all-important reminders for managers hoping for a hassle-free Yule. 1. The Invitation Attendance at the Christmas party should never be mandatory, said Struan Robertson, senior associate at Pinsent Masons and editor of Out-law.com. Some staff may not want to attend on religious grounds or due to family commitments. If organizing a Secret Santa, planners are urged to ensure all gifts are inoffensive. Some gifts, while meant as jokes, have sparked complaints in some situations, he said. 2. Office Decorations Citing advice from Britain's Trades Union Congress and the Royal Society for the Prevention of Accidents, Robertson provided a series of "Don'ts" when it comes to the all-important decorations. 3. Free Alcohol "Employers providing free drink or putting a credit card behind a bar should be careful," according to Robertson's tips. He gives the example of three employees from a beer company who got drunk after a work-sponsored seminar on improving behavioral skills -- and then got in a fight. They were fired, but successfully claimed unfair dismissal, arguing in part that as their former employer had provided a free bar their actions were condoned. In another case, a senior manager at another firm drank heavily at the office party and gave his boss some tips on filing procedures -- specifically, where he could stick his job. The man was sacked and lost a claim for unfair dismissal, but it remains a reminder for staff and management alike to watch themselves. 4. Age limits Employers were urged to remember their duty to ensure that underage staff were not given alcohol at any work-related functions. 5. Office Furniture Don't allow staff to dance on desks, or experiment with the photocopier. Robertson said managers must "make it clear that such activities will not be tolerated or that certain parts of the office are out of bounds on the night of the party." 6. Just Say No "It is an offence for an employer to knowingly permit -- or even to ignore -- the use, production or supply of any controlled drugs, from cannabis to cocaine, taking place on their premises," Robertson said. He pointed out that such activity could not only contravene drugs laws, but it may also constitute a breach of health and safety regulations. 7. Under the mistletoe "Mistletoe is dangerous," Robertson said. He cited a survey that found that while most women would fend off an unwanted advance from a co-worker, 13 percent would lodge a complaint. And of course the more often it happens, the greater the potential liability if a pattern or culture of harassment can be shown. "Your staff policies on bullying and harassment and discrimination still apply at the office party. Just make sure everyone knows this and knows what they are," Robertson said. This applies regardless of where the office party is held. 8. Staff reviews Robertson tells managers to never give performance reviews -- or to say anything that could genuinely be deemed as such -- at the Christmas party. He gives the example of one case in which an employee quit his job and lodged a constructive dismissal claim against his employer, who had promised him a pay rise "in due course" that never materialized. The employer won because the promise was ruled to be vague. "It was a lucky escape: a promise made at a Christmas party is still a promise," Robertson said. 9. As the night wraps up... Employers have a duty of care to their staff. That includes being aware of if a worker has had too much to drink and plans to drive home. "The employer needs to take responsibility ... and because it's the company's party, must think about travel arrangements," Robertson said. He advises employers to consider ending the party before public transport stops running, or ensuring the phone numbers of local cab companies are available. 10. ...And the morning after If the party is held mid-week and staff are expected at work the following day, ensure that everyone knows action could be taken against those who fail to show up, Robertson said. He said the same would hold for any staff returning late or drunk from a "liquid lunch" if urgent work remains to be done. But, he noted, a history of holiday tolerance could be used against managers who draw the line one year and take action. Staff could potentially argue that past allowances for overindulgence makes action against them unfair. So with so many rules and warnings hanging over the night, is it any wonder some bosses are reluctant to abandon themselves to the festive season? "These tips don't take all the fun out of Christmas parties," Robertson argued. "What we're telling companies is that they can still have a party and enjoy it. They don't need to cancel the festive celebrations just because they've had problems in the past. "Most of this is common sense -- but a gentle reminder does no harm at all." 
|
| ||||||||||||||
 |
|
| © 2007 Cable News Network LP, LLLP. A Time Warner Company. All Rights Reserved. Terms under which this service is provided to you. Read our privacy guidelines. Contact us. Site Map. |
|
Pay service with live and archived video. 
