HOW TO PUT THE “FUN” BACK INTO YOUR COMPANY SPONSORED FUNCTION WITHOUT PUTTING YOUR COMPANY AT RISK

Posted by in Employer-Employee Relationship, Human Resources / Comments

By: Lindsey R. King

Ahhhh….. the dog-days of summer! The warm weather and good times go hand-in-hand with company hosted or sponsored picnics, golf outings, boating excursions or baseball games. Whatever the event and whatever the reason, make sure that your company evaluates, before the event how it is going to maximize the intention

of the outing (FUN!) while minimizing any increased liability to the company.

Contemplate the following questions before your event, develop your policies in advance and then enjoy your day!

• Is attendance at this event mandatory?  Mandatory attendance may expose your company to potential wage/hour claims if employees are not properly compensated, and will increase your company’s liability for any accidents that occur at the event as well as in transit to and from.

 

• Is attendance optional? If so how will employees who choose not to participate be handled?

 

• Will alcoholic beverages be provided or sponsored by your company?  This again may increase employee liability for their employees’ conduct and

  transportation.  Has the company considered limiting the amount of alcohol provided or made available, or offering a company sponsored or provided form of transportation?

 

• Are families invited to the event and if so who is responsible for their behavior? Inclusion of families at these events can be great for morale and may also aid in decreasing some company exposure, but who is responsible for their conduct must be clear.

 

• Are your employees reminded that their conduct at these events are or may be a reflection on the company?  Potential for equal opportunity claims such

  as sexual harassment don’t diminish because you have left the work site.

 

• Are your company’s social media and internet policies up to date?  Pictures, videos and other forms of media memorializing the event are inevitable and should be encouraged.  Just make sure your employees are aware of the company policies regarding sharing or posting these materials.