News Release--Avoid legal hangovers, advises Small Business Legal Center and top Arizona employment-law firm
FOR IMMEDIATE RELEASE
Contact: Julie Pace, The Cavanagh Law Firm, [email protected]
Or Elizabeth Milito, Senior Executive Counsel, NFIB Small Business Legal Center, [email protected]
PHOENIX, Ariz., Nov. 8, 2017—The holiday party season is here, and the Small Business Legal Center at the National Federation of Independent Business, together with The Cavanagh Law Firm, one Arizona’s leading employment law firms, are advising small-business owners to keep celebrations safe by watching out for problem areas – drunk driving and harassment.
Drunk Driving, Drugs, and Distracted Driving
An increasing number of states require employers to exercise reasonable care to prevent injuries by intoxication or impairment of employees leaving holiday parties. To minimize the risk of liability, an employer could do the following:
- Use professional bartenders, and instruct them not to serve anyone who appears intoxicated.
- Distribute drink tickets to limit the number of free drinks to two and serve food.
- Have an ending time to any company event, even happy hours.
- Ask trusted managers and supervisors to be on the look-out for people who have had too much to drink and unable to drive or need assistance getting home.
- Consider setting up a corporate account with Uber, Lyft or similar service to take people home.
- Pay for cabs to take impaired employees and guests home or offer designated drivers.
- Remind employees that Prescription or legal drugs can impair employees’ ability to drive (watch out for edible brownies!)
- Texting is still one of the most dangerous activities to engage in when driving.
Harassment and Inappropriate Conduct
Socializing, alcohol, drugs, and mistletoe combine to create an environment that can lead to sexual harassment or fighting. Just because it’s a holiday party, doesn’t mean you can’t be liable for what happens as an employer. Employee lawsuits can result from voluntary events held outside the office and outside normal work hours.
- Remind employees about the company’s anti-harassment policies before the party.
- If your business does not have an anti-harassment policy, get one! Have an attorney review it.
- Don’t hang mistletoe.
- Ask trusted managers and supervisors to intervene and stop any fighting or inappropriate conduct that witnesses report.
- Finally, make sure that all employees understand that a holiday party is a work-related activity, and that rules for appropriate work behavior still apply.
A two-minute video with more information can be seen here.
###
NFIB is the nation’s leading small business association, with offices in Washington, D.C. and all 50 state capitals. Founded in 1943 as a nonprofit, nonpartisan organization, NFIB gives small and independent business owners a voice in shaping the public policy issues that affect their business. NFIB’s powerful network of grassroots activists send their views directly to state and federal lawmakers through our unique member-only ballot, thus playing a critical role in supporting America’s free enterprise system. NFIB’s mission is to promote and protect the right of our members to own, operate and grow their businesses. More information is available online at www.NFIB.com/newsroom.
National Federation of Independent Business
1201 F St. Suite 200
Washington, D.C. 20004
202-554-9000
www.nfib.com
