Fighting managers, faking illness: Law firm urges employees to behave at the work Christmas party
As workplaces begin to wrap up their year, employers and staff will make their way to Christmas parties to blow off steam.
Slater and Gordon has today revealed examples of when end-of-year festivities have gone horribly wrong in an effort to curb inappropriate behaviour.
"What happens at the work party does not stay at the work party, and it may leave you searching for a job in the new year," the law firm said in a statement.
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Slater and Gordon has revealed examples of when end-of-year festivities have gone horribly wrong. Getty
One example takes us to a function in Western Australia's Fremantle, where a man drunkenly pushed his manager into a pool before swearing at another manager and starting a physical fight.
He was consequently fired.
In a less obvious example, a kickboxing trainer from Melbourne was sacked after he used his sick wife as an excuse to leave his work's end-of-year awards night to attend a competitor's function.
And in some cases, companies have been held responsible for the actions of their employees.
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In some cases employers have been held responsible for the actions of its employees. Getty
A Sydney business faced a sexual discrimination complaint after a female staff member was not included in the work Christmas party so they could hire a topless waitress - to which she previously objected.
A woman won a workers' compensation case after she twisted her leg, fell over and broke her leg at a party in the Australian Capital Territory.
Slater and Gordon's industrial and employment senior associate El Leverington said end-of-year celebrations were connected to the workplace, meaning the same rules and laws apply.
"So, remember, whether you're the boss or an intern, everyone can be held accountable for their end-of-year party behaviour," she said in a statement.
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Employees are advised to treat the end-of-year party like any other day at work. Getty
Slater and Gordon's checklist for employees:
- Treat the end-of-year party like any other day at work and behave accordingly
- Even if the function is unplanned or spontaneous, it can still be considered within the course of employment
- Understand being drunk is no excuse for an employee's inappropriate actions or comments
- Always pause for thought before posting any content from the end-of-year function on social media
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Employers are urged to provide a responsible service of alcohol. Getty Images/iStockphoto
Slater and Gordon's checklist for employers:
- Provide the responsible service of alcohol
- Provide food and non-alcoholic drinks
- Provide options for employees to get home after the festivities
- Ensure that relevant workplace policies are up-to-date and communicated to employees ahead of the party
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