1 Million Views For All The Wrong Reasons: How To Keep Your Office Holiday Party From Going Viral

Your annual holiday party presents an opportunity for employees and management to cut loose and celebrate their accomplishments in the past year. It also presents an opportunity to make some bad decisions—which, unfortunately, may have lingering consequences long after the last guests have made it home. From employees making a scene to sexual harassment allegations, there's a lot on the line during holiday festivities, especially in the day and age when all public activities could wind up on the Internet. In fact, a poll conducted by a job search website recently concluded that as many as 1 in 10 workers have admitted "to having either done something extremely regrettable and been fired because of it (four percent), or acted in a way that was somewhat regrettable and damaged their career/reputation (five percent)" at an office party.

In light of these realities, here are three considerations to keep in mind as you prepare for your company-sponsored end-of-year celebrations.

1. Hold the Nog?

   Alcohol consumption is the cause of many holiday gathering mishaps—from harassment allegations to assault claims to driving under the influence. Courts have held employers vicariously liable for injuries caused when an employee drove drunk and caused an accident after a holiday party. Arranging transportation for employees, holding the party in a convenient location, and reducing alcohol consumption could help employers avoid such claims.

   Moreover, in the age of the Weinstein effect, many employers have decided to forego the two drink tickets that they ordinarily would distribute to employees at their holiday festivities in favor of a dry party. One placement company estimates that approximately 49 percent of companies will serve alcohol at their 2017 holiday parties—whereas in 2015, 62 percent of employers served alcohol.

2. The Setting

   One way to manage the consequences of a holiday celebration is to choose locations and times that are less conducive to employee misconduct. Consider a fine dining event, a casual midday lunch, or an afternoon break.

   Considerations for employers include:

   whether the party will be after-hours or during the regular workday; whether the atmosphere will be formal or casual; and whether an attraction or activity will be scheduled for the party. Each of these factors can affect attendees' conduct at the event.

3. The Guest List

   There are a number...