Entertainment & Work - The Christmas Party, The Business Lunch etc......

Whilst most of you are still lying around on sunkissed beaches, topping up your suntan, or just having some well earned time off on holiday, the last thing on your minds right now is the dreaded Christmas party season for example.

It goes without saying that company Christmas parties, business lunches, client dinners and such like now need careful consideration - needless to say this isn't just about the cost factor - but the people factor.  It's therefore now time to consider the 'people well-being factor'.  As a result a few points are outlined below for you:-

CHECKLIST

•   Ensure all employees realise  and understand that they are representing the organisation whenever parties or such events are being  held in any publicl arena.

•   Ensure all employees are aware and understand that any unacceptable behaviour will be subject to disciplinary action.  Inform them that serious breaches of non standard behaviour may well lead to summary dismissal. Your employees also need to know the difference between what is acceptable behaviour and what is not to your organisation. 

•   Ensure you have a clearly explained policy on the consumption of alcoholic drinks.  Ensure it is made clear that there are d limitations on alcohol consumption (if this is the case).  Fewer organisations operate a free bar for the duration of a party now as they take their roles in corporate social responsibility seriously; hopefully, your organisation is one of them.

•  Don't forget illicit drugs - Make sure your policy clearly states that the use of recreational drugs is illegal, and employees found using recreational drugs could be summarily dismissed.  Remember the rule of consistency - you cannot treat one employee different from another without good cause.

•   Make it clear that the organisation's standards in relation to discrimination and harassment still apply at functions for example parties, lunches and business dinners for clients and that unacceptable behaviour could lead to summary dismissal.

•   If employees are expected to entertain clients, provide them with clear guidelines on acceptable expenditure limits, including what is permitted for spending on alcohol (if any).

•   Consider whether employees should be banned from consuming any alcohol at events that take place during working hours.

•   Consider prohibiting employees from consuming any alcohol atevents when business negotiations are taking place. Ensure your policy explains this clearly to employees.

•   Inform employees of any rules in relation to dress codes (if any).

•   Consider providing taxis / other forms of transport home for employees, particularly after evening events where you know that alcohol has been consumed.