With the economy still struggling and more families experiencing unemployment and other financial challenges than has been the case in decades, holding holiday parties has become an even more sensitive issue this year than usual.
A recent survey by SHRM (Society of Human Resource Management) indicated that 61% of organizations are planning to hold an end-of-year/holiday party for employees this year, while 20% of groups that usually have holiday parties have cut them out this year due to financial challenges. 15% of groups that typically host holiday parties are doing so on-site this year to save money.
In deciding whether or not to hold a holiday party, it may seem insensitive to "celebrate" when so many around us are suffering. At the same time, it is argued by some, this is exactly when you want to maintain traditions and hold a holiday party for your employees—to acknowledge how much they have sacrificed for the school and how much their efforts are appreciated. Much will depend on the culture and values of your school, and the particular economic circumstances the school, employees, parents, and community are in this year.
If the school decides to hold a holiday party this year, we'd like to share a few tips for keeping the party "safe" for the school and its employees:
1. Religious sensitivity—If yours is a faith-based school, there should be little controversy in holding a party celebrating your faith's holidays. Even here, however, be attentive to sensitivities regarding "required" attendance at the party. If your school hires employees outside of your faith, consider making it clear that attendance at the holiday party is not required if attendance conflicts with an employee's personal faith.
If yours is a secular school, it is even more vital to be aware of religious sensitivities, as your school is bound by the religious non-discrimination provision under Title VII of the Civil Rights Act of 1964. For example, if employees are required to celebrate Christmas (or another religious holiday) at school even if it is not celebrated in their own personal faith, this could easily prompt a complaint. One idea is to invite employees to share something for the celebration that is from or about their own faith tradition. An alternative is to go in exactly the opposite direction—that is, to eliminate religious references from the party entirely (though some may feel this drains the celebration of all of its meaning). Interpretations of whether Santa Claus, Christmas trees, and other symbols of the season are religious or secular in nature is an evolving question. Schools should carefully consider their own culture, traditions, and the particular sensitivities of their employee base.
2. Alcohol safety—80% of respondents to the SHRM survey indicated that drinking alcohol is considered acceptable at off-site holiday parties held by an organization. However, only 29% indicated that their organization has a formal or informal policy that allows drinking at work-related events. If your school allows alcohol at school parties for employees, be certain that this is reflected in your Alcohol and Drug Use Policy. From a risk management standpoint, it is important to take all proper precautions, such as using bartenders trained in alcohol awareness and safety issues; providing safe rides home (e.g., taxis) from the party at no "penalty" to employees who request. Perhaps most important is communicating to employees that while alcohol is served at the party, all of the school's usual conduct expectations remain in place (in addition to non-harassment provisions). Schools are encouraged to speak with both their insurance agent and school attorney prior to hosting employee parties at which alcohol will be served.
