I know people start talking about in earlier & earlier, but next month is Christmas and party season. Yes, it is an opportunity for you as the boss of the company to show thanks to your employees for either a successful year to date, or in years like we have just had for pulling together in the face of adversity. But just like we mentioned earlier in the year with the social media policy there is the image of the company to consider, especially if the event is not held on company premises. It is therefore important to have a Social Events policy, it is always better to have a defined framework so people can enjoy themselves but know the lines they should not cross.
What your Social Events policy could cover?
Whereas it is obvious that something taking place on your premises is a “work” event, many Christmas social events may be more in the public domain. That being so, some people may choose to say you can’t tell them what they should or should not do. There is simple series of tests that you can apply to justify your reasoning: –
- Where it is obvious the event is in the company name, and a contribution or the whole cost came from company funds.
- Where the event was for a specific work-related event (either staff related, such as leaving party, or performance related such as landing a big contract or hitting sales targets).
- Events such as seminars, or awards ceremonies, where although the company are not paying for the event, staff can be clearly identified and linked to the company.
- Entertaining clients, prospective clients, or business partners.
- Staying at a hotel to attend a work-related course, training weekend or a team-building event.
- Charity events where members of staff are very much flying the corporate flag at an event in aid of charity the company is supporting.
- Finally, one which does fall into this category, but many staff my not realise it does. If a group of staff always go to the same pub after work on a Friday, even for a lunchtime pool session. I bet the pub staff associate them with your company.
What action should you take for incidents?
The point of this policy is not to stop members of staff enjoying themselves, after the last eighteen months it is probably vital to help mental well-being and staff morale. But as the boss, you have a responsibility to protect the company image, and most importantly your members of staff.
For the most part, any action will probably fall under the category of misconduct. There is nothing wrong with trying to nip some of these in the bud. Either by encouraging line managers to maybe have a quiet word before things escalate or gently remind people what they did wrong last time, with a more subtle – please do not spoil evening like the last time, almost jokey comment.
Sadly, there are also more serious problems: –
- If the incident was serious enough that a third party is likely to associate the employee(s) and their actions with your company and there may be damage to the Company’s reputation. In such cases the act may be considered to have “brought the Company into disrepute”.
- If the incident/behaviour was discriminatory in nature and could be construed as sexual/racial/disability/sexual orientation/age or religious discrimination
- If the incident/behaviour could be deemed as racial/sexual/disability/age/sexual orientation/ religious harassment, bullying or victimisation
- If the incident/behaviour was violent and/or abusive and caused considerable offence and/or actual physical harm
In all cases, you need to take the member of staff through the necessary disciplinary route, and always strive for a consistent and appropriate result, and of course handle any members of staff who may have been victims of these actions appropriately. This is quite the minefield of navigating an appropriate level of control. If it is something that you dread doing but also fear the potential consequences of “trusting to luck” have a chat with us and we can create tailor-made policy that suits your company. Why not ring us today so you have everything in place before your Christmas events.
