Good work culture tops most employees’ wish lists (and most employers’, too), increasingly so in a time when employers must compete with each other by offering remote jobs, freelancing, and other worker-centric setups. Company social events like holiday parties can promote a winning work culture. But mixing business with pleasure comes with risks: successful company events invite an element of social life, as well as the risk of social pitfalls that may be inappropriate, dangerous, or even illegal.
Read this article on the COSE website here to learn about the legal ramifications of company social events and why you should consider the following factors:
- Forewarned is forearmed
- Neutralizing the alcohol factor
- Accounting for venue
- Building the guest list
- Setting expectations
- Investing in a failsafe: Insurance
Max Julian is a partner at Gertsburg Licata in the litigation practice group. He may be reached at (216) 573-6000 or at [email protected].
Gertsburg Licata is a full-service, strategic growth advisory firm focusing on business transactions and litigation, M&A and executive talent solutions for start-up and middle-market enterprises. It is also the home of CoverMySix®, a unique, anti-litigation audit developed specifically for growing and middle-market companies.
This article is for informational purposes only. It is merely intended to provide a very general overview of a certain area of the law. Nothing in this article is intended to create an attorney-client relationship or provide legal advice. You should not rely on anything in this article without first consulting with an attorney licensed to practice in your jurisdiction. If you have specific questions about your matter, please contact an attorney licensed to practice in your jurisdiction.
