Employers can ensure employees remain safe during holiday celebrations through a combination of communication and robust human resources policies.
“I think most companies are at a point now where they do set expectations about what is appropriate and acceptable behaviour,” said Jessica Culo, president of Specialized Recruiting Group (an Edmonton-based affiliate of Express Services Inc.), in an emailed statement to Benefits Canada. “Most companies also provide transportation to prevent driving under the influence.”
She advises employers to limit complimentary alcohol consumption during workplace functions by way of drink tickets or ending availability at a predetermined time. It’s also important to communicate effectively in advance what the goal or point of the celebration is and that a post-holiday celebration feedback interaction will occur after the event.
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“This isn’t to threaten or take fun away from the event but to make sure no one is surprised or feels negatively impacted when a debrief happens.”
Following the event, employers can conduct a debrief by way of meetings, survey or focus group to ensure that the event achieved what was intended and that no one had a negative experience. “This helps for future planning too, to help make next year’s event even better,” added Culo.
Unacceptable employee behaviour can also spill into the workplace during office hours, according to a recent survey by the Harris Poll on behalf of Express Employment Professionals.
The survey, which polled more than 500 employers and more than 500 employees, found these behaviours include consumption of alcohol to the point of intoxication during work hours (72 per cent), using recreational drugs during work hours (64 per cent), having an alcoholic beverage during work hours (62 per cent), using company resources for personal use (49 per cent), dating a manager or senior executive (43 per cent) and swearing at work (35 per cent).