ABC’s of an Office Christmas Party

Are you counting down the days until Christmas? With the holiday season fast approaching, questions arise for employers and their teams. Let’s talk about the ABC’s of Christmas in the workplace.

A. Alcohol

If you are planning a Christmas party in the evening or on the weekend, many employers like to serve alcohol during their festive event. There are a few considerations to make in keeping your party safe and the employer’s liability limited.

Use Professional Catering Services: Employ a licensed and insured server or bartender who can spot signs of over-indulgence.

Limit Alcohol Consumption: Consider a “drink ticket” system, limiting attendees to one or two drinks, a common practice at large conferences.

Arrange Transportation: Minimize risks by providing transportation for employees to avoid driving under the influence.

Limit Alcohol Options: Refrain from serving hard liquor and opt for beer and wine instead.

Mocktail Options: If the event is during the day, especially on a weekday, consider serving mocktails instead of alcohol.

B. Bonus

Provision of a holiday bonus is not required. However, some employers opt to provide year-end or holiday bonuses.

Statistics on Bonuses: According to the Bureau of Labor Statistics, 14% of employers with fewer than 100 employees provide a year-end bonus, and 9% provide a holiday bonus.

Factors for Bonuses: Bonuses may reflect practice profitability, net income, personnel expenses, incentive programs, or the length of service.

Consult a Professional: Incorrectly structured bonus systems can harm practice profitability and frustrate staff. Consult a practice management consultant or CPA for guidance.

Alternative Ideas: Skip an elaborate party and distribute the saved funds as a bonus, or consider a team trip instead.

C. Compensation

Holiday Event Attendance: If attendance at a holiday event is mandatory, employees must be paid for their time. This includes organizing the event or performing tasks like ordering supplies.

Paid Holidays: Many practices pay employees for Christmas Day and New Year’s Day, even if these fall on weekends, observing the holidays on alternate days.

Holiday Shutdowns: Some practices close between Christmas and New Year’s. Most hourly employees are not paid during the shutdown, but salaried exempt employees must be paid if any work is performed, even answering an email.

Vacation or PTO Use: Employers may require employees to use accumulated vacation or PTO during the shutdown, provided adequate notice is given in the employee handbook.

Inclusivity and Sensitivity

Not everyone celebrates Christmas. Be sensitive to team members who do not observe the holiday, whether they are atheists, Muslim, or of other faiths. Inquire about their preferences regarding participation in holiday events.

Consider planning holiday parties on weekends to accommodate those who do not wish to participate during working hours. Ensure holiday parties are voluntary and focus on inspiring the team.

Enjoy Your Office Christmas Party

May your holiday season bring you and your practice much joy, and may the New Year be filled with happiness, health, and success.

References
Salary: DOL Fact Sheet on Overtime Salary
Vacation Time: DOL on Vacation Leave