Articles Discussing Holiday Parties In The Workplace.

As the end of the year approaches, many employers are preparing for the annual office holiday party. This occasion presents an opportunity for employers to express appreciation for the hard work performed by staff all year. In turn, many employees appreciate the chance to interact with their coworkers outside the hectic workday.

Holiday parties are a great way to show appreciation to employees for dedication and hard work. But they can also expose employers to liability for harm caused by employees who become intoxicated during the festivities.

As the holidays rapidly approach, employers are typically preparing for office festivities.

The end of the year brings many reasons to celebrate, and most employers intend to make merry by hosting a holiday party of some sort. This occasion presents an opportunity for employers to foster team spirit and express appreciation for the hard work performed by staff all year. In turn, employees appreciate the chance to interact with their coworkers outside the hectic workday.

After San Francisco passed its Formula Retail Employee Rights Ordinances in November of 2014, making it the first jurisdiction to impose scheduling requirements on private employers, predictive or fair scheduling laws were considered in various jurisdictions throughout the United States, but failed to take hold. That remained true until 2017, when fair scheduling laws spread to the cities of San Jose, California; Emeryville, California; Seattle, Washington; and New York City, New York. With Oregon becoming the sixth jurisdiction to adopt predictive scheduling requirements—and the first to do so on a statewide basis1 —predictive or fair scheduling is threatening to rival paid sick leave in breadth and complexity.

Executive Summary: Now that Thanksgiving is behind us, employers will be tasked with planning a variety of holiday gatherings to celebrate the season. Employers may want to make a list and check it twice to ensure that their holiday get-togethers do not run afoul of federal and state discrimination laws.

The end of the year brings many reasons to celebrate, and the vast majority of employers intend to make merry by hosting a holiday party of some sort. This occasion presents an opportunity for employers to foster team spirit and express appreciation for the hard work performed by staff all year. In turn, employees appreciate the chance to interact with their coworkers outside the hectic workday.

Cases filed against home care companies are at an all-time high. What pay practices may cause trouble for home care companies? Find out how to help protect your company and to try to avoid or better defend your business against potential litigation. Join Littler shareholder Angelo Spinola for an informative podcast about wage and hour issues unique to the home care industry, including exempt vs. nonexempt classification of workers, the salary plus pay method, outside sales positions, mileage reimbursement, the continuous work day theory and more.

The holiday season is upon us – a time when many companies (and/or managers) may be organizing holiday parties, decorating offices, throwing off-site parties or holding secret gift exchanges among coworkers. Many employers, however, do not realize the risks involved with celebrating the holidays and its festivities, including the potential for inadvertently involving religion or culture-specific activities and discussions in company-sponsored events.

Executive Summary: ‘Tis the season for workplace holiday parties, which can bring about questionable and awkward behavior as co-workers mingle with alcohol. To prevent a legal hangover, employers should take some upfront precautions with regard to their holiday and end-of-the-year parties.

In case any employer that is sponsoring a holiday party for its employees needs a reminder of the potential liability that may arise from such an event, earlier this month, a decision from the U.S. District Court for the Western District of New York provided a sobering reminder of just some of the employment litigation risks attendant with such an event.