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1. FEATURE STORY:
IT'S TIME FOR THE OFFICE HOLIDAY PARTY

According to a survey by search firm Battalia Winston International, 73% of the 110 employers questioned have their holiday shindigs scheduled between now and New Year's (58% have it schedule for the week of December 11 alone). So, if your company's party is coming up, you may still have several party-related details to address.

Have you: figured out the guest list; decided on whether to serve alcohol; planned a menu; or figured out the entertainment? Here's some help for hammering out those details.

Invitees: Will you invite employees only, or extend invitations to their guests, as well? According to the survey, 52% of companies are having employees-only parties and 37% are allowing each employee to bring one guest (i.e., their spouses).

Consider that some employees may interpret "guest" as anyone, such as a friend or a sibling. Not everyone has a spouse or significant other to bring to the event, so be careful about limiting the party to employees and only their partners in committed relationships. The single employees in your workforce may perceive your company's spouse-only invitation as unfair.

If you're concerned about costs, keep it strictly employees. If that's not an issue, open it up to employees plus one, and leave who the "plus one" is up to them.

Drinks: Not all of the companies that participated in the survey will be serving alcohol, but a vast majority (86%) will. If your company is in that majority, follow these tips to keep the party incident-free this year.

• Remind employees that company policies related to behavior at work also apply to company-sponsored events, even when off the clock and off the premises, as do discipline policies.

• Limit the number of alcoholic drinks per employee. For example, use drink tickets or have a two-drink maximum. Offer an unlimited amount of non-alcoholic beverages, as well. And definitely no all-night open bar.

• Provide transportation in case some employees are not able to drive home. Keep the phone numbers of local taxi services on hand or arrange for cabs to be waiting outside at the end of the event. Consider booking a few rooms at a nearby hotel, on the company's dime, just in case.

• Stop serving alcohol at least one hour before the party ends. Instruct bartenders to not serve any employees who appear intoxicated or are acting rowdy.

Food: The menu possibilities are endless. But, since you're trying to avoid any embarrassing alcohol-related incidents, choose foods that are high in protein and starch to slow the absorption of alcohol. Avoid having greasy or salty foods because they tend to increase alcohol consumption.

Entertainment: Take the focus off of drinking by having ample entertainment. You don't need a huge budget for this, either. If you don't have room in the budget for entertainment, such as a professional band or DJ, call on your workforce for recommendations. Someone might have a friend or relative who is a musician or DJ on the side. According to the survey, 16% of companies are planning a more modest event than the lavish parties of the past.

Also, consider having drawings for small prizes, such as movie passes and gift certificates to local salons and restaurants. This will hopefully give employees an incentive to stay sober because they have to pay attention to listen for their names or raffle numbers, and that becomes trickier as alcohol's effects take over.

Final note: This will be the last issue of Employment Law Today for 2006. The Editors would like to wish you a terrific holiday season. May 2007 be better (and healthier!) still.

QUESTIONABLE HIRING INTERVIEW QUESTIONS

Read through the following slice of conversation between manager Jason Blanchard and job applicant Ryan Storms. It's dotted with good and bad moves on the part of Blanchard. See if you can...View the full story on our website.

FREE REPORT

Check out the new Free Report "Top 6 Ways Managers Will Land Your Company In A Lawsuit," which highlights six of the most common mistakes any manager can make when it comes to terminations, employee problems, policies and procedures, harassment/discrimination, retaliation, and the Family and Medical Leave Act. Each section contains advice you can pass on to managers to keep them from slipping up.

Kick back, relax, and take a few minutes to check out the HR Soapbox, "Goodies: Good At Work Or Better Banned?" in which an editor talks about the sweetness of workplace treats and the sour grapes from some employers.