The festive season is upon us. End of year functions, Christmas parties and social drinks a plenty.
Employers have a positive duty to eliminate sexual harassment and sex-based discrimination and harassment. Employers must also manage employee behaviour and keep their workers safe. This applies in the workplace and at employer sanctioned events and functions.
So how do employers protect their employees, other guests and themselves? Some key steps to help employers to meet their obligations are outlined below.
Preparation – the key to success
Before any function, employers should:
- Remind employees of their obligations under relevant policies such as bullying and harassment, drugs and alcohol and social media.
- Set clear expectations of behaviour and conduct at any work function.
- Inform employees that any conduct that breaches a workplace policy will not be tolerated.
- Outline the action that will be taken at the function to address inappropriate behaviour and the possible consequences for an employee’s ongoing employment. In extreme cases, this may include termination of employment.
- Inform employees and guests when the function starts and, importantly, when it finishes.
- Liaise with the venue to understand what steps it will take to ensure responsible service of alcohol.
- Create a clear plan on how poor behaviour is to be managed at the event, the steps that will be taken and who will be responsible for ensuring this happens.
- Ensure food and non-alcoholic drinks are served at the function, particularly if the weather is hot.
- Consider offering taxi vouchers or the use of a company Uber account for employees to travel home from the event (not to an after-party) to ensure that employees travel home safely.
During the function
- Appoint a senior person to be responsible during the function to ensure that the festivities run smoothly and are well managed. The designated person should keep an eye out for intoxication or poor behaviour and address this promptly.
- Ensure that the venue enforces responsible service of alcohol.
- If something unexpected arises, address it promptly and calmly.
And just to be sure – are your policies up to date – particularly in relation to bullying and harassment, drugs and alcohol and social media? If not, it’s not too late to update them – just ensure all employees are made aware of any changes.
For advice on employer obligations and employment related matters, please contact Heather Richardson.
