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Casual Articles - Ten Tips to Avoid Problems at the Employer's Christmas Party
In the late Seventies, it felt safe to roam around London streets late at night. Visiting American celebrities weren’t so regimentally guarded as they are now. They weren’t always flanked by burly bodyguards, or a retinue of anxious PR people forbidding journalists to ask them an impromptu question. When I used to be a freelance film journalist, it was easy to get interviews with celebrities. Nowadays, showbusiness is completely PR driven. If you are lucky to get more than ten minutes with a celebrity, their subservient publicist will be glued to their famous clients' side, making sure you stick to asking innnocuous questions. In those days, stars were more accessible. I once asked the actor R
9. Curb drink driving
As employers are responsible for employees' actions after consuming alcohol they have provided, sensible bosses will issue advice before the party about not driving after having an alcoholic drink. It is advisable to hire a minibus for the end of the night, or provide the numbers of local taxi firms to demonstrate that reasonable steps have been taken to minimise this risk.
10. Don't expect miracles the morning after
A contract exists between the employee and employer that they will be in a fit state to carry out the work they are being paid to do. Bosses should decide to what extent they will be lenient to sta
Well that certainly is a direct -- if not offensive -- title, isn't it? Stay with me a little while longer, and you will understand its significance.Many of us realize that, to get a buyer's attention, we have to tell them about benefits. As Jack Trout and Al Reis wrote in their best-seller, Positioning, everyone listens to the same radio station, WII-FM (What's In It For Me?). No one really cares about us as businesspeople; they care about how our businesses can help them achieve their objectives.So what? There's that abrasive term again. But that is really the question that you have to answer. You see, businesses -- large and small -- often market themselves with what they thin
Research indicates that half of all parties end up with colleagues fighting, one in three with incidents of sexual harassment, and one in five with accidents involving employees.
Boozy brawls, festive flirting and festering finger-food are creating a legal minefield for employers, making the office bash one of the most risky corporate events of the year. But rather than scrap the party all together, here are the Top Ten 'Rules of the Yule' to help bosses host a safe celebration.
Health & safety and employment laws are not intended to be a killjoy or a trap for employers, but exist to make the working environment a safer and more pleasant place. As long as bosses can prove they have conducted a risk assessment and taken adequate measures to reduce the risks, they can relax and enjoy Christmas, knowing they have done everything they can to prevent the worst happening.
Top Ten Rules of the Yule:
1. Set a 'Party Policy'
From the employer's point of view, the Christmas party is classed as a 'work activity'. It therefore should therefore be treated as such by having guidelines in place. This could be as simple as displaying employees' responsibilities, such as acceptable standards of behaviour, on a notice board. The employer's responsibilities, for instance meeting health & safety requirements and providing grievance procedures to deal with any resulting problems, should also be outlined.
2. Identify potential hazards
Just as with any other work-related activity, a risk assessment must be carried out to identify potential hazards. This could involve inspecting the venue to plan for drunken slips and trips, considering the safety of people going home after the event, and even identifying any potential conflict between employees so that table plans can be organised accordingly.
3. Issue behavioural guidelines
This should be included in the 'Party Policy' and should clarify unacceptable behaviour, such as harassment, bullying and fighting. Employees should understand that, as this is technically a work activity, normal disciplinary procedures would be applied.
4.Invite husbands, wives... and life-partners
If inviting employees' partners to the event, employers need to tread carefully. This should not be restricted to husbands and wives but also extended to partners of the opposite and same sex, to avoid potential sexual orientation discrimination claims. With the introduction of the Civil Partnerships Act on 5th December this year, which gives same-sex couples the right to enter into an equivalent of marriage, employers should make extra sure that, if inviting partners, same-sex partners are not excluded from festivities.
5. Avoid 'tipple tattle'
Boozing bosses should avoid discussing promotion, career prospects or salary with employees who may use the convivial situation to discuss matters that are more suited to a formal appraisal or private meeting. The employee is likely to expect any career promises to be kept - even if the employer can't remember the conversation!
6. Limit the spirit
If the employer supplies the alcohol, or encourages its consumption, they may be legally responsible for the welfare of the employee if they suffer from drink induced disasters - even if they occur outside of the party itself. The best solution is to limit the number of free drinks and be prepared to ask individuals to take it easy if they appear worse for wear.
7. Don't poison your staff
If providing a buffet, the food must be safe to eat. Buffets present a particularly high risk of food poisoning from foods such as cooked meats, eggs, mayonnaise and cooked rice. Food should not be left out at room temperature for more than 90 minutes and should be stored below 5°C.
8. Ditch the mistletoe
The Christmas party is the perfect environment for a festive fling but this could have repercussions when employees return to work. A brief encounter under the mistletoe can cause embarrassment in the workplace and put strain on working relationships. While many businesses have informal views on office affairs, most do not have a policy on workplace relationships. Employers should make sure all employees are informed of the company's view on romantic affairs between colleagues and reminded of this ahead of the party.
9. Curb drink driving
As employers are responsible for employees' actions after consuming alcohol they have provided, sensible bosses will issue advice before the party about not driving after having an alcoholic drink. It is advisable to hire a minibus for the end of the night, or provide the numbers of local taxi firms to demonstrate that reasonable steps have been taken to minimise this risk.
10. Don't expect miracles the morning after
A contract exists between the employee and employer that they will be in a fit state to carry out the work they are being paid to do. Bosses should decide to what extent they will be lenient to staf
Before you go into the interview, it is important to know what salary you want, what you need to live on, and what you will be prepared to accept. Spend some time working out your budget. Remember to factor into your calculations the remuneration you'll need in the future.Decide what types of benefits are important to you. A compensation package might include: flexible work schedule, option to work at home, relocation expenses, pension and insurance plans, company car, holidays, stock options, profit-sharing, training opportunities, etc. By evaluating these beforehand, you can concentrate on bargaining in the negotiation process.It is important to know your market value. You c
Top Ten Rules of the Yule:
1. Set a 'Party Policy'
From the employer's point of view, the Christmas party is classed as a 'work activity'. It therefore should therefore be treated as such by having guidelines in place. This could be as simple as displaying employees' responsibilities, such as acceptable standards of behaviour, on a notice board. The employer's responsibilities, for instance meeting health & safety requirements and providing grievance procedures to deal with any resulting problems, should also be outlined.
2. Identify potential hazards
Just as with any other work-related activity, a risk assessment must be carried out to identify potential hazards. This could involve inspecting the venue to plan for drunken slips and trips, considering the safety of people going home after the event, and even identifying any potential conflict between employees so that table plans can be organised accordingly.
3. Issue behavioural guidelines
This should be included in the 'Party Policy' and should clarify unacceptable behaviour, such as harassment, bullying and fighting. Employees should understand that, as this is technically a work activity, normal disciplinary procedures would be applied.
4.Invite husbands, wives... and life-partners
If inviting employees' partners to the event, employers need to tread carefully. This should not be restricted to husbands and wives but also extended to partners of the opposite and same sex, to avoid potential sexual orientation discrimination claims. With the introduction of the Civil Partnerships Act on 5th December this year, which gives same-sex couples the right to enter into an equivalent of marriage, employers should make extra sure that, if inviting partners, same-sex partners are not excluded from festivities.
5. Avoid 'tipple tattle'
Boozing bosses should avoid discussing promotion, career prospects or salary with employees who may use the convivial situation to discuss matters that are more suited to a formal appraisal or private meeting. The employee is likely to expect any career promises to be kept - even if the employer can't remember the conversation!
6. Limit the spirit
If the employer supplies the alcohol, or encourages its consumption, they may be legally responsible for the welfare of the employee if they suffer from drink induced disasters - even if they occur outside of the party itself. The best solution is to limit the number of free drinks and be prepared to ask individuals to take it easy if they appear worse for wear.
7. Don't poison your staff
If providing a buffet, the food must be safe to eat. Buffets present a particularly high risk of food poisoning from foods such as cooked meats, eggs, mayonnaise and cooked rice. Food should not be left out at room temperature for more than 90 minutes and should be stored below 5°C.
8. Ditch the mistletoe
The Christmas party is the perfect environment for a festive fling but this could have repercussions when employees return to work. A brief encounter under the mistletoe can cause embarrassment in the workplace and put strain on working relationships. While many businesses have informal views on office affairs, most do not have a policy on workplace relationships. Employers should make sure all employees are informed of the company's view on romantic affairs between colleagues and reminded of this ahead of the party.
9. Curb drink driving
As employers are responsible for employees' actions after consuming alcohol they have provided, sensible bosses will issue advice before the party about not driving after having an alcoholic drink. It is advisable to hire a minibus for the end of the night, or provide the numbers of local taxi firms to demonstrate that reasonable steps have been taken to minimise this risk.
10. Don't expect miracles the morning after
A contract exists between the employee and employer that they will be in a fit state to carry out the work they are being paid to do. Bosses should decide to what extent they will be lenient to sta
According to Wikipedia, "An entrepreneur is a person who undertakes and operates a new enterprise or venture and assumes some accountability for the inherent risks. In the context of the creation of for-profit enterprises, entrepreneur is often synonymous with founder."Let’s see if we can break this definition down into bite sized chunks.Entrepreneur as an UndertakerThis term indicates a certain amount of initiative that drives an individual to do something tangible with an idea they have conceived. This initiative is in context of a business startup.Entrepreneur as an OperatorThis term is indicative of an individual willing to get in the thick of things and
4.Invite husbands, wives... and life-partners
If inviting employees' partners to the event, employers need to tread carefully. This should not be restricted to husbands and wives but also extended to partners of the opposite and same sex, to avoid potential sexual orientation discrimination claims. With the introduction of the Civil Partnerships Act on 5th December this year, which gives same-sex couples the right to enter into an equivalent of marriage, employers should make extra sure that, if inviting partners, same-sex partners are not excluded from festivities.
5. Avoid 'tipple tattle'
Boozing bosses should avoid discussing promotion, career prospects or salary with employees who may use the convivial situation to discuss matters that are more suited to a formal appraisal or private meeting. The employee is likely to expect any career promises to be kept - even if the employer can't remember the conversation!
6. Limit the spirit
If the employer supplies the alcohol, or encourages its consumption, they may be legally responsible for the welfare of the employee if they suffer from drink induced disasters - even if they occur outside of the party itself. The best solution is to limit the number of free drinks and be prepared to ask individuals to take it easy if they appear worse for wear.
7. Don't poison your staff
If providing a buffet, the food must be safe to eat. Buffets present a particularly high risk of food poisoning from foods such as cooked meats, eggs, mayonnaise and cooked rice. Food should not be left out at room temperature for more than 90 minutes and should be stored below 5°C.
8. Ditch the mistletoe
The Christmas party is the perfect environment for a festive fling but this could have repercussions when employees return to work. A brief encounter under the mistletoe can cause embarrassment in the workplace and put strain on working relationships. While many businesses have informal views on office affairs, most do not have a policy on workplace relationships. Employers should make sure all employees are informed of the company's view on romantic affairs between colleagues and reminded of this ahead of the party.
9. Curb drink driving
As employers are responsible for employees' actions after consuming alcohol they have provided, sensible bosses will issue advice before the party about not driving after having an alcoholic drink. It is advisable to hire a minibus for the end of the night, or provide the numbers of local taxi firms to demonstrate that reasonable steps have been taken to minimise this risk.
10. Don't expect miracles the morning after
A contract exists between the employee and employer that they will be in a fit state to carry out the work they are being paid to do. Bosses should decide to what extent they will be lenient to sta
Kiosks can be used for innumerable applications such as gaming, bill payments, E-Commerce, and customer service. In addition to these, there are kiosks that provide people with location and mapping, credit application, vending machines, sales and marketing, Internet access and advertising. In recent times, scratch card kiosks have also become popular.All people require monetary funds for their daily use. Various means of earning money, backed up by their strong will, has changed the lifestyle of many people. Lottery tickets, scratch cards and luck-based game shows have gained vast popularity. People have started participating in these contests for the sole purpose of earning money. The
6. Limit the spirit
If the employer supplies the alcohol, or encourages its consumption, they may be legally responsible for the welfare of the employee if they suffer from drink induced disasters - even if they occur outside of the party itself. The best solution is to limit the number of free drinks and be prepared to ask individuals to take it easy if they appear worse for wear.
7. Don't poison your staff
If providing a buffet, the food must be safe to eat. Buffets present a particularly high risk of food poisoning from foods such as cooked meats, eggs, mayonnaise and cooked rice. Food should not be left out at room temperature for more than 90 minutes and should be stored below 5°C.
8. Ditch the mistletoe
The Christmas party is the perfect environment for a festive fling but this could have repercussions when employees return to work. A brief encounter under the mistletoe can cause embarrassment in the workplace and put strain on working relationships. While many businesses have informal views on office affairs, most do not have a policy on workplace relationships. Employers should make sure all employees are informed of the company's view on romantic affairs between colleagues and reminded of this ahead of the party.
9. Curb drink driving
As employers are responsible for employees' actions after consuming alcohol they have provided, sensible bosses will issue advice before the party about not driving after having an alcoholic drink. It is advisable to hire a minibus for the end of the night, or provide the numbers of local taxi firms to demonstrate that reasonable steps have been taken to minimise this risk.
10. Don't expect miracles the morning after
A contract exists between the employee and employer that they will be in a fit state to carry out the work they are being paid to do. Bosses should decide to what extent they will be lenient to sta
As Branding and marketing professionals, we have an in-depth understanding of the importance of a marketing plan. However, not everyone recognizes the benefits of investing in a strategic marketing plan prior to launching strategies and tactics that seem intuitive at the time. The following few paragraphs attempt to impart our understanding of a well-written plan's importance by first defining some of key elements of the role of marketing in most organizations.Defines Focus: Your strategic marketing plan gives the company, and everyone in it, a benchmark to measure all marketing activities against. A well-developed strategic marketing plan not only gives you a structured strategic and t
9. Curb drink driving
As employers are responsible for employees' actions after consuming alcohol they have provided, sensible bosses will issue advice before the party about not driving after having an alcoholic drink. It is advisable to hire a minibus for the end of the night, or provide the numbers of local taxi firms to demonstrate that reasonable steps have been taken to minimise this risk.
10. Don't expect miracles the morning after
A contract exists between the employee and employer that they will be in a fit state to carry out the work they are being paid to do. Bosses should decide to what extent they will be lenient to staff coming to work with a hangover, arriving late, or even not at all, and inform employees. More important is the safety of employees, who may not be fully sober the next day, especially if they need to drive or operate machinery. Employers should either advise employees beforehand not to drink too much alcohol, or remove the risk to safety by giving them alternative work until they are fit to resume their normal tasks. Enjoy.
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