Articles

When the “Me Too” movement latched onto suggestive lyrics in the classic song “Baby It’s Cold Outside” made popular in the 1949 film Neptune’s Daughter, many employers were left wondering whether reinterpreted views of holiday traditions could result in employment claims. Rest assured, holiday events and happenings can result in charges of discrimination, especially when alcohol is involved. Here are some suggestions for claims avoidance.

• If you have holiday parties, be careful with serving alcohol. Make sure employees are reminded of any drug and alcohol policies, offer taxis or ride share service to employees who need it, engage members of management to act as sobriety watch guards, limit service hours, or better yet, provide refreshing non-alcoholic egg nog or cider.
• If you play music in the workplace, keep it festive and avoid Christian-based songs or songs with explicit lyrics. Is it legal to play Christian-based music? Yes absolutely, but why give employees a basis for complaint.
• If you decorate, use non-religious holiday décor that is winter-themed. Avoid blatant religious references such as a nativity scene.
• Make sure employees know that you will accommodate requests for non-Christian holidays such as Hanukkah, Ramadan, and other religious observances throughout the year.