Professional Parties: Lawsuit-Free Holiday Celebrations

Just as the fresh, white flakes of a snowstorm seem to leave no surface untouched, so does December's festive mood effect virtually every aspect of our lives: family, food, finances, and even work. We reconnect with relatives we only see once a year, prepare and devour elaborate feasts, and spend time and money hunting for the perfect holiday gifts. And many of us will attend-or, if you are a business owner, actually plan-holiday office parties.

Holiday office parties might be one of the trickiest aspects of a season that is full of delicate situations (feuding family members sitting at the same dinner table!), strain (you've gained five pounds and it's not even the end of the year yet!), and stress (maxed out credit cards, anyone?). They're tricky because they attempt to synthesize two phenomena that, during the rest of the year, seem to have little to do with each other: work and drinking.

Perhaps that's an oversimplification, but alcohol has played a significant role in many a holiday office party disaster. Other factors-scandalous clothing, intense interpersonal dynamics, long-hidden resentments, blind ambition-also contribute to holiday office party fiascos. Some types of holiday office party-related drama can actually result in lawsuits filed by employees against their employers-the last thing any business owner needs as he or she prepares to greet the New Year.

Here are some suggestions for business owners who are planning workplace parties this season:

• Call your party an inclusive name. Don't alienate potential attendees by calling your shindig a "Christmas Party." It goes without saying that not everyone may celebrate Christmas, and some employees may feel offended or even discriminated against at having their own spiritual tradition, or lack thereof, disregarded. Stick with "Holiday Party," "Winter Gathering," or something similarly neutral when you send out the invitations.
• Carefully consider whom to invite. Avoid accidental discrimination by welcoming employees to bring 'spouses and partners' rather than just spouses.
• Think carefully about serving alcohol. If one of your employees is in an alcohol-related accident on the drive home from your party, there is a possibility that the law could hold you liable (depending on which state you reside in). If you do opt to serve alcohol at the party, will minors be allowed to attend? If so, can you ensure they'll be properly supervised? Think this through; once again, you don't want to be liable for an injury or death resulting from alcohol consumption at your event. Decide in advance which attendees will be designated drivers, create carpools, or make sure a cab service is readily available. Serve plenty of food and non-alcoholic drinks, too.
• Avoid the traditional "party" atmosphere (and alcohol) altogether, and, if weather allows, arrange to have the party at a local Christmas tree farm or similar place during the daytime.

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