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Archived News Release--Caution:
information may be out of date.
For more information call: (202) 219-7316
U.S. Labor Secretary Robert B. Reich has a message this holiday season
for employers: The annual office holiday party may mean food, fun and plenty of
holiday cheer, but beware if that cheer includes alcohol consumption.
Reich warned that improper use of alcohol at a holiday office
party--like drunk driving accidents resulting in injury or death--could expose
employers to liability under tort, workers' compensation or other laws,
depending on the exact facts and local laws.
"Drunk driving can quickly turn office holiday celebrations into
senseless tragedies and employers could find themselves liable," Reich said.
"The only way to avoid potential employer liability for alcohol-related
accidents is simply to ban alcohol at company functions," Reich said. If
employers decide to provide or allow alcohol at the office holiday party, there
are ways in which they can minimize negative consequences of alcohol
consumption.
Reich offers the following suggestions:
- Honesty is the best policy. Make sure your employees know your
workplace alcohol and substance abuse policy and that the policy addresses the
use of alcoholic beverages in any work related situations and office social
functions.
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- Post the policy. Use every communications vehicle to make sure your
employees know the policy. Prior to the office holiday party, use break room
bulletin boards, office e-mail and paycheck envelopes to communicate your
policy and concerns.
- Reinvent the office party concept. Why have the typical office party?
Try something new like an indoor carnival, group outing to an amusement park or
volunteer activity with a local charity.
- Make sure employees know when to say when. If you do serve alcohol at
the office party, make sure that all employees know that they are welcome to
attend and have a good time, but that they are expected to act
responsibly.
- Make it the office party of choice. Make sure there are plenty of
alternative, non-alcoholic beverages available.
- Eat...and be merry! Avoid serving lots of salty, greasy or sweet
foods which tend to make people thirsty. Serve foods rich in starch and protein
which stay in the stomach longer and slow the absorption of alcohol in the
bloodstream.
- Designate party managers. Remind managers that even at the office
party, they have responsibilities for implementing the company's alcohol and
substance abuse policy.
- Alter native transportation: The perfect holiday gift. Anticipate the
need for alternative transportation for all party goers and make special
transportation arrangements in advance of the party. Encourage all employees to
make use of the alternative transportation if they have any alcohol.
- None for the road. Before the party officially ends, stop serving
alcohol and remove all alcoholic beverages from the party.
If alcoholic beverages are provided at office social functions, state
laws regarding their use and resulting legal responsibilities can be consulted.
This information provided by the U.S. Labor Department is not intended to be a
substitute for legal advice. It should not be relied upon to determine what
steps employers can or should take to address potential legal liability.
In conjunction with this initiative, Reich also announced that the
department has updated its Substance Abuse Information Database (SAID) and it
will be available free on the worldwide web in January, 1997. SAID provides
information to businesses about workplace substance abuse and how to establish
workplace substance abuse programs. It is designed to be particularly
responsive to the needs of small and medium size companies.
"SAID is an easy way for business owners, human resource managers and
trade/professional associations to learn about alcohol and other drugs in the
workplace. SAID is user-friendly and allows easy query for specific information
about a wide variety of substance abuses," Reich commented.
The interactive database has information about workplace substance abuse
policies, employee awareness and education programs, supervisor training,
employee assistance programs, drug and alcohol testing, federal and state laws
relating to workplace substance abuse, national surveys and studies, and
national and state support and assistance resources.
The Labor Department and other federal agencies have an abundance of
information available regarding workplace substance abuse. To find out more
about alcohol, driving , and workplace alcohol and drug prevention programs, as
well as Reich's Nine Holiday Tips for Employers, visit the department's
internet web page at www.dol.gov and click on the "Holiday Help" hot
button.
Archived News Release--Caution:
information may be out of date.
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