It’s that time of year where everyone begins to get into the festive spirit.
Here’s how it can, from a HR perspective, become an employers worst nightmare. Here’s our top 5 things to be cautious of…
1. Be Crystal Clear in your policies
So as to save any confusion, make you’re your staff handbooks are up to date and policies relating to the areas below are clearly covered. This saves a lot of hassle at a later date because employees then know what you expect of them and in return what they can expect from you.
2. Alcohol and Drugs
Yes everyone likes to have a good time and be ‘Merry and Bright’ but if your employees have to drive vehicles, they cannot be over the legal limit the following morning. Many, many, people forget this fact and it can have severe consequences to them as an individual and also you as their employer, as you are liable for their actions when they are acting in the course of their employment.
3. Office Party ‘Banter’
People tend to let their hair down a little at the office Christmas party, but they should still remember that this is a working environment. So employees telling each other how they really feel about one another in ‘banter’ or playing office pranks, may be misconstrued. As such any grievances you receive should always be dealt with, as it is still your responsibility to do so.
This can also extend to social media, so open confessions all over Facebook or inappropriate photos on Twitter will also have to be dealt with accordingly.
4. Sore heads the next day!
What most people don’t know is that talent development doesn’t have to be complicated, high risk or expensive. Once they integrate key development stages, the results can be remarkable. Empower your team. Lead your industry. We’re your strategic learning partner, driving performance by moving skills forward.
Employees who fail to turn in after a night on the town, whether it be after your own Christmas party, or another, is a disciplinary offence. Please remember to apply the same rules to all, to avoid any discrimination claims.
5. Severe weather – what to do
You owe a duty of care to your staff and therefore be careful about insisting that they come into work in a snow storm! However employees sometimes use slightly poor weather as an excuse to have a ‘duvet day’, there has to be a balance. Parents of children, whose schools or nurseries close due to snow should be granted Parental Leave (which can be without pay unless your contracts state otherwise).
