In line with Government guidelines for safe working during the COVID pandemic, access to our office is strictly by a pre-arranged appointment only, and only where absolutely necessary. We are open for business with some staff working in the office and others from home, they can still be contacted in the usual way either by telephone or email.
In respect of your pre-arranged appointment, if you develop symptoms of COVID, or have in the last 14 days come into contact with someone with COVID or symptoms of, we ask that you contact the office by telephone/email to arrange a new appointment or discuss if there is an appropriate alternative to your meeting.
The safety of our staff and clients is of paramount importance to us and so thank you for your continued co-operation during these unprecedented times.
Whilst office Christmas parties can be a great way to reward staff and boost morale, alcohol-induced behaviour can also land employers in the Employment Tribunal.
What might appear to be an employee having a bit of fun or a risqué joke, after a drink or four, could, in fact, give rise to a claim against the employer for sexual harassment or other forms of discrimination. This is because employees’ discriminatory acts are treated as having been carried out by the employer if they are done “in the course of employment”.
Behaviour at an office party is likely to be considered be carried out in the course of employment, whether the party takes place in the office or down the pub.
Protection from discrimination is wide ranging and any unfavourable comments or acts connected to the following can be discriminatory: sex, race, age, disability, sexual orientation, religion or belief, pregnancy and maternity, marriage or civil partnership and gender re-assignment.
Employers should be able to successfully defend such actions if staff have acted contrary to the employer’s instructions not to discriminate. A good way for employers to protect themselves is to have an Equal Opportunities policy and to ensure that all staff have been trained on it.
Where an employer has not already taken these steps, or even if it has done so, it should consider reminding staff what constitutes unacceptable behaviour and what the consequences could be if they indulge in it.
If the worse happens and allegations of discrimination are made, they should be fully investigated by employers and disciplinary action should be taken against the accused, if appropriate.
Merry Christmas everyone!
Brindley Twist Tafft & James LPP