We have written blogs about Christmas parties and how to avoid problems in the past. In this blog we look at other Christmas issues in the workplace. Can you withhold a Christmas bonus? There are two types of bonus scheme, discretionary and contractual. The terms of a discretionary scheme need to be clearly set out. You will be entitled to exercise discretion and withhold payment of a bonus. An employee may apply to an employment tribunal for unlawful deductions of wages if you do not pay contractual bonus’. The criteria applied to either sort of bonus scheme should not be discriminatory. Christmas Hampers or Other Regular Gifts to Employees Employees could argue the provision of a hamper or gift has become a contractual right as a result of custom and practice. However, this can only happen if you have done this for several years on a regular basis. This could be the case if employees have come to expect to receive a hamper. The employer must also tell employees that such gifts are not guaranteed. Before deciding not to provide hampers, you should explain to your staff why you feel you are unable to do so. Alternatively, you may consider providing a smaller, […]
It’s that time of year again, the Staff Christmas Party needs organising. Here are 10 perils of the Staff Christmas Party that you must plan to avoid. Set a ‘Party Policy’. – From the employer’s point of view, the Staff Christmas Party is a ‘work activity’. It should be treated as such by having guidelines in place. This could be as simple as displaying employees’ responsibilities. For example, putting acceptable standards of behaviour on a notice board. Communicate the employer’s responsibilities. For instance, meeting health & safety requirements and providing grievance procedures to deal with any resulting problems. Identify potential hazards. – Just as with any other work-related activity, a risk assessment must be carried out. This will identify potential hazards at the Staff Christmas Party. Additionally, this could involve inspecting the venue to plan for drunken slips and trips. As well as considering the safety of people going home after the event. Also even identifying any potential conflict between employees so that table plans can be organised accordingly. Issue behavioural guidelines. – This should be included in the ‘Party Policy’. It should clarify unacceptable behaviour, such as harassment, bullying and fighting. Employees need to understand that, as the Staff Christmas Party is technically a work activity, normal […]
