by Christopher Graham and Joseph Kelly

Will your company allow alcohol at this year’s holiday party? If so, unless you do some risk management, you may end up with a ligation lump of coal in your Christmas stocking — such as claims from drunk driving and sexual harassment.

Here are some suggestions:

• Keep employees who overindulge from driving. Designate sober drivers or provide cab fare.
• Limit the number of drinks. No open bar, provide drink tickets, hire a professional bartender.
• Invite spouses and even kids. Employees are less likely to overindulge when it’s a family affair.
• Schedule the party on a weeknight.
• Make food or entertainment — not drinking — the focus.
• Make it voluntary.
• No mistletoe!

For more suggestions about how to avoid potential liability, check out of this useful post from the Corporate Law Report.

Tags: Employer, holiday party, liability, sexual harassment