A company-sponsored holiday party is a wonderful way to celebrate the holidays and reward employees for a good year in a casual setting. Although everyone should and can enjoy themselves at these events, discrimination does occasionally happen.
First, holiday gatherings frequently happen somewhere other than the workplace. This alone may cause people to loosen their definitions of what constitutes "workplace appropriate" behavior. The inclination for people to deviate from workplace norms is increased by the fact that people are engaging in a much more social setting than usual and have the potential to be amplified by the consumption of alcohol at these events. This can sometimes be a bad combination.
A holiday party is still a work function, regardless of its size or where it is hosted, thus the same guidelines that apply to how you behave with your co-workers at work also apply to the holiday party.
If you find yourself in the midst of a situation where you experience discrimination and would like to take action, consult with the experienced lawyers at Brandon J. Broderick. We can discuss the incident with you in detail and decide if you should take legal action.
Not Everyone Celebrates Christmas
Christmas is not celebrated by everyone. There shouldn't be any pressure put on people of other religions to observe religious holidays or to justify their decision not to. Holding ecumenical celebrations can be a method to honor all employees' cultural traditions while joining in on the end-of-year fun. Most religions have a mid-winter holiday.
Avoid using the term "Christmas party"
Calling the event a "holiday party" or "end-of-year celebration" instead of a "Christmas party" will make it inclusive for colleagues from a variety of backgrounds, religions, and beliefs. Hosting a party after the busy Christmas season is an additional choice. A party in January is an excellent time to share objectives and plans for the next year, as well as to celebrate achievements from the previous year.
Keep it inclusive and diverse
Along with staying away from a Christmas theme, it's a good idea to pick decorations and any activities that will appeal to all employees and foster a welcoming environment. Also, keep in mind that the holiday party invitation should be considerate of LGBTQ employees' partners and spouses.
Do not make attendance mandatory
Make attendance at a holidays celebration optional because certain workers could feel uncomfortable going for religious, cultural, gender, or other reasons. For some workers, an after-work party can cause a scheduling issue or childcare concerns.
Can I File a Lawsuit for Discrimination at a Work Holiday Party?
You should notify your employer as soon as possible if you have experienced discrimination at a workplace event. No matter how much proof you think you have, you should still report the occurrence and gather as much evidence as possible.
Your concern needs to be thoroughly investigated by your employer if you are the subject of discrimination at the workplace. If a supervisor has discriminated against an employee that leads to them being fired, not promoted, or not hired, as well as wage loss, the company may be held liable. Additionally, the employer will be held liable for discrimination committed by non-supervisory workers or non-employees that it has authority over, by a independent contractor on the premises, for example.
Protect your rights by talking to an employment law attorney as soon as possible.
Employment Law Attorneys At Brandon J. Broderick Are Here To Help
If you or a loved one needs assistance with employment law, Brandon J. Broderick, Attorney at Law, offers thorough representation. In order to build a compelling case for our clients and maximize any potential settlements, our award-winning attorneys combine expertise and insight. We can handle just about any employment law matter because of our teamwork and in-depth knowledge of both state and federal employment laws.
Call us for a free consultation to get the justice you deserve.