DATE December 10, 2003
For Release Upon Receipt
Employers Acknowledge Sobering View
HOLIDAY PARTY MAY BE FREE-FLOWING BUT NOT ALCOHOL: SURVEY
NEW YORK -- Some employers may be returning to pre-recession budgets when it comes to office holiday parties but in many cases that will not mean a revival of free-flowing liquor for party-going workers.
The issue of alcohol at holiday parties is taking on new significance as companies increasingly acknowledge and address the wider problem of drug and alcohol abuse and their damaging effects in the workplace.
In interviews with employers, researchers at international outplacement firm Challenger, Gray & Christmas, Inc., found that many are enacting new measures to reduce the liability and other problems associated with alcohol consumption during holiday parties, Challenger reported Wednesday.
Some of the steps employers are taking include:
Hiring professional bartenders trained to spot problems.
Limiting the number of drinks employees can obtain.
Providing free taxi/shuttle service.
Cutting off the alcohol flow well before the party ends.
"For companies coming out of the economic slump, the temptation to break out the champagne and celebrate is undoubtedly great.
However, they realize that partying as if it were 1999 can bring damaging consequences," noted John A. Challenger, chief executive officer of Challenger, Gray & Christmas, Inc.
"Human resource executives are concerned that party behavior could get out of hand if preventive measures are not in place to keep parties on an even keel -- fun and friendly, but without excessive drinking and the bad behavior that can result," he said.
Additionally, Challenger pointed out that as more companies commit to stamping out substance abuse in the workplace, the idea of offering free and unlimited drinks at the company holiday party presents a conflict.
"Companies can no longer tolerate the disruption alcohol and substance abuse inflict on the workplace. The global economy is far too competitive. A problem with even one employee can be enough to slow productivity and diminish a company's edge in the marketplace," said Challenger.
In recent years, several studies have shown that absenteeism is two to three times higher for drug and alcohol users than for other employees. In many workplaces, 20 to 25 percent of accidents at work involve intoxicated workers injuring themselves and/or others.
A growing number of employers are declaring a drug-free workplace and are instituting programs that incorporate a clear, consistent zero-tolerance policy; education and training; drug testing; and an employee assistance program to help employees address their substance abuse problem.
A survey of large companies by the American Management Association found that more than 80 percent now test for drugs, a 277 percent increase since 1987.
"After taking these responsible steps toward creating drug-free workplaces, to turn around and let the alcohol flow freely -- even for just one night -- would be step backward. Instead, employers are finding alternatives to the traditional holiday party or are greatly reducing employees' access to alcoholic drinks, if not cutting it off completely," said Challenger.
Gary W. Marr, senior director of catering for the Hyatt Regency Chicago, has observed a decline in big extravaganzas and is seeing more family-oriented events in recent years. He attributed the shift not to shrinking budgets, but to the fact that companies are more in touch with what their employees want, and most do not want big elaborate parties.
"Perhaps the strongest argument against unlimited alcohol supplies at company holiday parties is that employers could find themselves open to lawsuits stemming from accidents, altercations, and incidents of sexual harassment," said Challenger. "The employer may be liable even if the event is off company premises."
Challenger listed some guidelines for companies to consider while the party is still in the planning stage.
December 10, 2003
HOW TO SAFEGUARD HOLIDAY OFFICE PARTY
* Avoid making alcohol the focus of the event. Entertain guests with music, dancing, games and food.
* Invite spouses, partners to encourage employees to be on their best behavior.
* Hire a professional bartender to serve drinks.
* Limit the number of drinks attendees can have by distributing drink tickets to adult (21 years or older) employees.
* Provide wristbands or some other identification to underage employees or guests to restrict their drinking.
* Collect car keys before the party begins and return them only to sober guests. Provide paid, overnight hotel rooms for those who cannot drive.
* Provide paid taxi service or have employees volunteer as designated drivers.
* Make sure to provide plenty of non-alcoholic beverages.
* Stop serving alcohol at least one hour before the announced end of the party. Instead, serve coffee, water, non-alcoholic drinks and desserts.
* Offer nutritious and appealing foods to slow the effects of alcohol. High- protein and carbohydrate foods such as cheese and meats stay in the stomach longer, which slows the body's absorption rate of alcohol. Avoid salty foods, including snacks, that encourage people to drink more.
Source: Challenger, Gray & Christmas, Inc.© with contributions from the Substance Abuse and Mental Health Services Administration.