Delaware Restaurateur, Quarter 4, 2015

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8 Quarter4
h r t i p s
O ffice parties and company-
sponsored social functions
can be great morale boosters
for a company. These functions give
employees in different departments and
at different levels in an organization a
chance to become better acquainted in
a low pressure setting. Office parties
can be a good opportunity to celebrate
companywide success and boost employee
morale. Unfortunately, there are also
some significant risks associated with
sponsoring social functions, particularly
those where alcohol is served.
Employers that choose to sponsor
social events should be aware of the
problems that can arise, and take certain
precautions. Most of the time, a party
or picnic will go without a hitch, but
any social event brings the possibility,
however slim, for personal injuries, third
party injuries, and sexual harassment.
Also, a company-sponsored party
may be subject to claims under both
workers’ compensation and general
liability insurance.
Serving Alcohol
Recent court rulings in many states have
held that persons (including employers)
who serve liquor may be held liable for
injuries to guests or third parties as a
result of accidents caused by intoxication.
Jury verdicts in these cases can range
into the millions of dollars, particularly
in situations where a drunken employee
causes fatal injuries to a third party on
the way home from a company function.
Practical Tips for Serving Alcohol
at Sponsored Social Functions
If your company plans to host or permit
a social function at which alcohol will be
served, following these practices may help
you to ensure that the event remains safe
for all concerned and liability-free for you.
• Move the party off-premises to a
club or restaurant, and hold it during
nonworking hours.
• Do not conduct company business at
the party—even handing out turkeys,
company bonus checks, or presenting
speeches by top management could be
interpreted as company business.
• Do not require attendance, or even
recommend that employees attend: make
it strictly and absolutely voluntary.
• Have the party managed and planned
either by the employee association
or as a joint effort of management
and some informal grouping of
responsible employees.
• Charge admission as a way to control
attendance, permit better planning,
and share the cost. (The admission
charge might entitle each person to a
maximum of two drink tickets.) Do
not provide liquor purchased with
company funds.
• Hire a professional bartender who
will refrain from drinking during the
party, serve only measured shots, and
cut off individuals who over-indulge:
be specific with the bartender as to
how long the bar is to stay open.
Consider closing the bar early in
the evening. Many employers make
an open or cash bar available for a
“cocktail hour” at the beginning of
a party but close the bar later (for
example, once dinner is served, the
buffet opens, etc.). This allows time
for employees who may have over-
indulged to regain their sobriety
before driving home.
• Make sure nonalcoholic drinks are
available, and serve meals or snacks;
high-protein foods, especially, help
slow down alcohol absorption.
• Have at least one (and preferably
more than one) responsible employee
agree to abstain from alcohol so he
or she can keep an eye on guests and
make sure that intoxicated employees
do not drive. Arrange for certain
non-drinking employees, taxis, or
limousine drivers to take home those
who are unfit to drive themselves.
• Have a clear policy stating that over
consumption of alcohol at company
social events is not acceptable, and
be sure the policy is effectively
communicated to employees.
Benefits and Risks of
Company-Sponsored Social Functions
Tricia Clendening, Monthly Strategies,