A staff holiday party is a great way of celebrating the holiday season and showing your appreciation for your team. As much as these events can be lots of fun, many employers often forget that they can attract unwanted liability.
Unsurprisingly, the most common types of legal issues employers face as a result of staff parties are related to harassment and alcohol consumption.
We will outline Canadian law on employer responsibility for holiday functions and provide brief guidelines that employers should carefully consider in order to create a fun-filled holiday celebration, while avoiding legal liability.
- Are employers responsible for more than just the bill? What is the extent of their duty to their employees? How should employers properly execute these duties?
- Are employers responsible to other people for the actions of their employees at, or after, the office party?
- Practical tips on how to proactively address these issues before the party starts.
Who Should Attend:
HR Professionals at companies that want to:
- be pro-active in avoiding unnecessary and costly liability suits;
- avoid workplace safety complaints; or
- simply avoid uncomfortable situations at the office the following day