By Adrienne Unkovich, Managing Director of Workforce Guardian – Australia’s number one online employment relations service

As the summer months stretch ahead, one thing is certain. Businesses are swinging into party mode and are in the midst of organising and enjoying end of year staff and client functions.

When organising such events employers need to remind staff and clients to keep their behaviour in check – otherwise they could end up facing the fallout from claims of sexual harassment or other issues.

And it doesn’t matter whether the event was held on work property or not – as the function was work related the usual rules and policies that apply at work also apply at the party. All staff need to understand this.

So what should you do to minimise the risk?

Before the Christmas party:

• You should already have policies in place concerning bullying, harassment and discrimination. If not, now is a good time to implement them.
• Prior to the party, you should communicate with all staff in a friendly manner reiterating the fact that unacceptable behavior could result in disciplinary action.

• Serve alcohol responsibly. That means having plenty of food, low alcohol and non-alcoholic drinks available.
• Ensure waiting staff are well briefed on limiting alcohol to people who are becoming intoxicated.
• Appoint a senior manager for staff to confer with if problems or any issues arise during the party.
• Keep a close eye out for office juniors – if they are under 18 they are not allowed to drink alcohol, no exceptions!
• Keep in mind - alcohol makes people say stupid things. People should avoid talking about performance or remuneration matters while celebrating as those types of conversations always come back to haunt the parties involved the next day.

• If employees have drunk too much, you need to take responsibility regarding how they’ll get home as you have a duty of care for your employees. When planning the party think about travel arrangements and try ending the party before public transport stops running; or provide the phone numbers for local cab companies (or cabcharge vouchers) and encourage staff to use them.
• If the party is mid-week and people are expected in work the next day, provide plenty of non-alcoholic drinks and food.
• Before the party, ensure that all staff know that disciplinary action could be taken if they fail to turn up for work because of over-indulging. Again, no exceptions!