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Mediation Maven Musings: October 2024

Are you ready for the holiday season?


With the holidays approaching, I’m the first to admit - I love a good party. I enjoy festive decorations, holiday-inspired drinks, and all the treats that make the season lively. I also look forward to professional events where I can catch up with colleagues, share stories, and find out how their year went. Holiday parties are a great way to end the year, celebrate an organization’s achievements, bond with teammates, and reward the hard work of employees.

 

However, holiday parties can also be a landmine of risks for an organization. Call me the "fun police," but as a mediator and a workplace investigator who helps resolve harassment cases and works with organizations facing complaints from holiday parties gone wrong, I’ve seen how the festive season can end poorly for both employees and employers.

 

Here are some suggestions to reduce risk during this upcoming holiday party season:

 

1.      Limit the Duration of the Party

 

Consider setting a specific window for the event. Employees can come in, socialize, participate in games or entertainment, win door prizes, and then head home. Events lasting more than three hours can significantly increase liability, as employees start to lose their inhibitions and filters.

 

2.      Manage Alcohol Consumption

 

Alcohol can be a liability. While a good cocktail can lift spirits, intoxicated employees can create problems that linger beyond the holiday season. If drinks are a must, consider distributing drink tokens or coupons to limit consumption. Also, encourage or provide rideshare options to keep everyone safe after the party.

 

3.      Consider Daytime Events or Allow Plus-Ones

 

Hosting a daytime event (or a “darty,” as my teenage daughter calls them) might not have the best reputation, but it can be a welcome treat for employees—especially if they’re given the rest of the afternoon off. Evening events often force employees to choose between attending and spending time with their families, which can be a difficult decision, especially for parents. And when was the last time a holiday luncheon resulted in bad behavior or a harassment claim? If a luncheon isn’t feasible, consider allowing employees to bring their spouses or partners. Although this may increase costs, it significantly decreases the likelihood of alcohol abuse and inappropriate conduct.

 

4.     Remind Employees About Behavior Expectations

 

No one wants to be a Scrooge, but it’s essential to remind employees that the company prioritizes a respectful workplace—even during holiday festivities. A simple statement in the holiday party announcement email can go a long way in preventing issues. While it’s not the most fun message, it’s far better than dealing with a harassment claim in the new year.

 

5.      Take Claims Seriously

 

If, despite your best efforts, an employee raises a claim of harassment, workplace violence, or inappropriate conduct, take it seriously. Investigate the claim promptly and, if warranted, take remedial action. Even if the incident occurred at an off-site holiday party during non-working hours, it’s still a company event and should be handled as seriously as if it happened in the office during working hours.



The Fourth Quarter gets busy for everyone! Do you have a mediation you are trying to schedule before year-end? Or, perhaps a complaint that needs to be investigated? Don't forget that Mediation Maven handles both workplace investigations and mediations confidentially, neutrally, and effectively. Reach out at sasha@mediationmaven.com.

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