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1. Contract of Employment
2. Staff handbook
3. Contract and handbook
4. Bullying and harassment policy

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One in ten workers know of someone from their organisation who has either been disciplined or dismissed for inappropriate behaviour at the staff Christmas party, a recent survey of 2,000 employees by the Chartered Institute of Personnel and Development (CIPD) reveals.

Of these, over a quarter (29%) said that the reason for the disciplinary action or dismissal was fighting and one-fifth (19%) said that threatening behaviour was to blame. The next most commonly reported reasons for disciplinary action or dismissal were sexual harassment (17%), bullying (12%) and other forms of discrimination (8%), for example on the grounds of disability or religion. Almost half (46%) said the reason was for ‘other inappropriate behaviour’, which could include unorthodox use of the office photocopier, amorous activity on company premises or insulting the boss. Ben Willmott, Senior Advisor with the CIPD said the survey results show why it is so important that employers remind staff that inappropriate behaviour will be dealt with in the same way as it would be during normal work time.

He said: “People should feel able to relax and let their hair down, however it is a good idea for employers to remind their staff that inappropriate behaviour could land them in serious trouble and even lead to them losing their job in the case of serious misconduct. In the current economic environment with people under increasing pressure at work there is an added risk that people will drink too much, let off steam and do something they might regret in the sober light of the next morning.”  

“Employers should provide food as well as soft drinks and be aware that if they provide a free bar then there is a risk that some people may abuse it. If the party is mid-week then it is also sensible for employers to remind their staff that they are expected in work the next day as normal.”

It is important for employers to bear in mind that they can be held liable for any issues stemming from alcohol consumption at a work event. The employer can be held liable for the behaviour of their employees if they provide alcohol or encourage the consumption of alcohol at a work event. This liability extends to accidents or actions taken by the employee subsequent to the event while the employee is still affected by the alcohol, including accidents or actions taken that do not occur on company property. It is advisable that the employer regulates the amount of alcohol that is available at work parties or events.

The CIPD survey shows public sector workers (12%) are more likely than private sector workers (9%) or those in the voluntary sector (8%) to be aware of anyone in their organisation who has been disciplined or dismissed as a result of their behaviour at the office Christmas do. Private sector employees are more likely to be aware of someone in their organisation disciplined or dismissed following the office festive bash as a result of fighting (33%), compared to staff in the public sector (21%). Instances of misconduct or gross misconduct, e.g. violence, fighting, theft and damage, are generally more likely to occur if an employee has been consuming alcohol. It is imperative that the employer make it known to all employees this kind of behaviour at company events or parties will be dealt with in the same manner as it would if the behaviour occurred during working hours, i.e. disciplinary procedures, which could include dismissal.

Public sector employees are more likely to report that people have been disciplined or dismissed for sexual harassment (32%) than those in the private sector (14%). Sexual harassment at a work event can often be brushed under the rug as it is outside of normal working hours and takes place at a social event. However whether sexual harassment takes place during normal working hours or at a work related social event it is still classified as sexual harassment at work. The employer can be held liable for sexual harassment during normal working hours or at a work related social event, therefore, the onus is on the employer to ensure that sexual harassment does not occur at such an event. It is important that the employer makes employees aware that their actions at work events will be dealt with in the same manner as their actions during working hours and on company property are dealt with.

Source CIPD