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Newsletter #80 January 7th, 2020 |
| 2020 GEA Spring Conference
Sunday May 17th - Tuesday May 19th The Westin Savannah Harbor Golf Resort and Spa
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| | Event & Party Planning for Employers
By: Graham Newsome Attonery at Constangy, Brooks, Smith and Prophete LLP
The end of the year brings many reasons to celebrate, and most employers try to host a holiday party for employees. This occasion presents an opportunity for employers to build up employee morale and express appreciation for the hard work performed all year. In turn, employees appreciate the chance to interact with their coworkers outside the typical work environment.
However, a holiday party can lead to many pitfalls for employers. For example, sexual harassment allegations are very common in settings where employees interact outside the workplace, especially when alcohol is involved.
Employers must be diligent in their preventative efforts as they could face liability for the conduct of employees who act inappropriately at a work sponsored event.
Below are the key items employers should remember in hosting a holiday party for employees.
1. Preparation Begins with Employer Policies.
Employers should consider reviewing and pushing anti-harassment policies, as well as any additional policies relating to employee conduct at company-sponsored events. Having employees sign a waiver for holiday events also might not be a bad idea to help mitigate any risk lurking in the shadows.
2. A Two-Drink Maximum is Best Practice.
With alcohol, employees (or worse, supervisors) may make unwanted sexual advances, inappropriate gestures, and/or rude remarks. Common claims that stem from such parties include harassment and discrimination, as well as complaints due to injuries suffered both by attendees and third parties. For example, consider hiring a third-party bartender and/or issuing employees a limited number of drink tickets. Employers should set concrete hours for the event and ensure that non-alcoholic beverages are available. Employers could also coordinate designated drivers or sponsor rides home as needed.
3. Take Care with Social Media.
Employers should anticipate that employees will post comments or pictures from the holiday party on social media. This digital attention can be positive, but it can also lead to very public embarrassment for both the company and employees. Providing an optional, pre-planned structured activity or entertainment at the party might help keep employees engaged. Employers roll the dice when allowing drinking games, gag-gift exchanges, or unsupervised skits or speeches.
4. Task Supervisors and Management with Monitoring and Maintaining the Right Atmosphere.
Have managers and supervisors set a good example at the party and to keep an eye out for trouble. They are the staff most capable of reining in out of control staff.
5. Are You on the List?
Holiday events must not be an open house. The list must consist of employees only, with a possible one guest each. It can be almost impossible to monitor non-employees, especially if the party is at the workplace.
6. Lay Down the Rules and Set a Dress Code.
Before any work event, employers should clarify the purpose of the event and whether it is mandatory. Generally holiday events should never be mandatory, unless the employer wants to raise the question of whether employees will receive pay for attending the mandatory event. Furthermore, make it known that if employees decide to come, all handbook policies will be enforced, including the company dress code. Letting employees know the rules are the same as a typical work day can also help prevent discrimination, harassment, or other unwelcome holiday liability.
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| | | 2020 Leadership Training Series Leadership One class - January 29th
A Six Part Series for Lead Personnel, Team Leaders, Supervisors and Future Front-Runners
This popular series is a six-day, multi-module series focused on practical skills and tools Team Leaders, Lead People, and Supervisors need to succeed in today’s complex business environment. Skill building is accomplished through a combination of lecture, exercises, role playing, games assessments and skill checks. The series also provides an excellent opportunity for existing managers to review, renew, and reinforce leadership skills. >>Register for Class *Sessions may be taken as individual workshops or combined with other series segments to fit the specific needs of attendees.
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| | GEA Spotlight: Trainers
Pete Tosh The Focus Group
Pete Tosh is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines:- Maximizing Leadership Effectiveness
- Implementing Strategic HR Initiatives
- Strategic Planning
- Enhancing Customer Loyalty
- Employment Engagement Proposal/Survey
- Human Resources Audits
- Leadership Training and Executive Coaching
The Focus Group has provided these consulting & training services to manufacturing & service organizations across the U.S., Canada, Europe & the Middle East. Pete has worked closely with the leadership teams of organizations such as Exxon, Brinks, Cracker Barrel, EMC, State Farm, Marriott, N.C.I. & Freddie Mac.
Prior to founding his own firm 25 years ago, Pete had 15 years of experience in Human Resources & Quality functions. Pete held leadership positions - including the V.P. of Human Resources & Quality - with Allied Signal, Imperial Chemical Industries, Reynolds Metals, Charter Medical & Access Integrated Networks.
Pete frequently facilitates a variety of leadership development programs for organizations such as the American Management Association - Moving from an Operational Manager to a Strategic Leader, Strategic Planning, Strategy Execution, HR Management, Recruiting & Selection, Utilizing HR Metrics, Developing a Culture of Respect, Strategic Agility & Resilience, High Performance Accountability & Executing a Customer Centric Strategy. Employees from over 3,000 organizations have benefited from Pete’s experience and perspective. Pete is co-author of Leading Your Organization to the Next Level: the Core Disciplines of Sustained Profitable Growth.
Pete holds a B.A. degree in Psychology from Emory and Henry College & Masters degrees in both Business Administration & Industrial Psychology from Virginia Commonwealth University.
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| | GEA Training
1st Quarter 2020
Webinars
GEA will begin offering Webinars in the 1st Quarter of 2020. More Information to follow and here are some of the topics being considered. Please let us know what topics you would like to see offered.
- Advanced Development Series for Leaders and Managers Overview with Pete Tosh
- Toxic Employees - Pete Tosh
- Legal Updates with Jonathan Martin
- Workers Comp Updates - Claire Cronin and Jason Logan
- Motivating Employees in a Multi-Generational Environment - Buddy McGehee
- GEA Training Opportunities - TBD
Workshops Leadership Training Series - Juandell Wilson
Humphries Consulting, Inc.- January 29, 2020 - Leadership Training Series, Session I
- February 19, 2020 - Leadership Training Series, Session II
- March 18, 2020 - Leadership Training Series, Session III
- April 15, 2020 - Leadership Training Series, Session IV
- May 6, 2020 - Leadership Training Series, Session V
- June 3, 2020 - Leadership Training Series, Session VI
Leading & Encouraging Team Members in a Restaurant Environment - Jay White, JHW Food Safety- February 11, 2020 - Leading & Encouraging Team Members in a Restaurant Environment |
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Georgia Employers' Association |
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