Christmas Party Do’s and Don’ts


Work social functions require appropriate workplace behaviour.

Having just enjoyed our end of year get together, it is easy to see that a Christmas party is a great way to celebrate the achievements of your employees and organisation over the past year. However, it is important to remind your employees that a work function still requires appropriate conduct for a workplace.

We recommend you remind your employees:

  • They must conduct themselves in a manner that is not likely to have an adverse impact on your organisation.
  • At all times the perception of them by members of the public is paramount.
  • Must not be so under the influence of alcohol that it would affect or impair their common sense or judgement in how they deal with their colleagues.
  • Harassment is unacceptable behaviour and refers to any conduct which is unwanted by the recipient, is considered objectionable, and causes humiliation, offence, distress or other detriment. It may be, but is not limited to:
    • physical contact (ranging from touching to serious assault, gestures, intimidation, aggressive behaviour),
    • verbal (unwelcome remarks, suggestions and propositions, malicious gossip, jokes and banter, offensive language), or
    • unwelcome behaviour of a sexual nature which can reasonably be regarded as offensive, or which may cause the recipient to feel as if they will be disadvantaged if they object to it.
  • Disciplinary action will be taken against an employee proven to have engaged in misconduct. It may take the form of counselling, verbal and written warnings or termination of employment.
  • That they can make a complaint in accordance with the Grievance Procedure, should any unwelcome behaviour occur at the party.
  • All complaints and reports of harassment, bullying or victimisation will be treated seriously and will be investigated in accordance with the grievance procedure.

The festive season can highlight the importance of having human resource policies and procedures. If any questions arise it is essential to refer to your organisation’s Code of Conduct Policy and your employment contracts to ensure an understanding between you and your employees. Remember with the new prevention of bullying laws that were introduced earlier this year by Fair Work Australia, any bullying complaint must be investigated.

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Marisa Ross

HR Advisor

Marisa is an experienced and motivated HR professional with a strong HR generalist and business operations background with a focus on employee relations, performance management, leadership training & development, workers compensation & injury management, and employee retention. Marisa holds a Bachelor of Human Resource Management and a Bachelor of Behavioural Science with a minor in Counselling. Having worked in a variety of industries from SMEs to large blue-chip organisations, Marisa is passionate about enriching employee experience, employee retention, and building leadership capability in people management.

Aimee Grigson

Aimee Grigson

WHS Advisor

Aimee has a strong understanding of Workplace Health and Safety Legislation and standards and has extensive HSEQ experience in a number of industries. Aimee has a great ability to engage across all levels of organisation, including field teams, leadership and external stakeholders. Aimee ensures Health and Safety Management Systems are compliant to legislation, effectively implemented and understood by all. Aimee has a Certificate IV in Work Health and Safety and qualifications in auditing and incident investigations. Aimee is passionate about coaching and developing small businesses towards a positive safety culture.