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Staff Handbook - Work-related Social Events Policy

Updated: Dec 18, 2022

The Work-Related Social Events Policy serves to remind employees of the standards of conduct that are expected of them by their employers and that the manner in which they conduct themselves at work-related social events may have serious repercussions.

Because a work-related social event, such as a Christmas party, is functionally equivalent to an extension of the workplace, an employer is quite likely to be held vicariously accountable for the activities of its staff members at such events.

If an employer can demonstrate that they took such steps to prevent an employee from committing the act as were "reasonably practicable," then they will have a defence against a claim of vicarious responsibility brought against them by an employee.

Employers could benefit from having a Work-Related Social Events Policy if they want to address this concern.



如果雇主能证明他们采取了 "合理可行 "的措施来防止雇员的行为,那么他们就能在雇员对他们提出的替代责任的索赔中获得辩护。



The following templates are offered solely for educational and informational reasons:

✅ Please note that, even though the material is helpful, there is no assurance that it is correct or complies with all applicable laws. Visitors from all around the world read this website, and each business is unique. Therefore, it is also recommended that you check with your lawyer or an HR consultant to ensure that your legal interpretation and decisions are appropriate for your current circumstances.

✅ Before disseminating the policy to employees, it is strongly advised that the employer have it reviewed by an attorney beforehand, especially if the template itself is litigious, has potential legal implications, and has a personal impact on employees (e.g., security procedures).

✅ You must maintain open lines of communication with your legal counsel to obtain the attorney's assistance in analyzing the terms of the policy in light of any potential legal ramifications.


以下模板仅出于教育和提供信息的目的而提供: ✅ 请注意,即使这些材料是有帮助的,也不能保证其正确性或符合所有适用法律。来自世界各地的访问者阅读本网站,而每个企业都是独一无二的。因此,也建议你向你的律师或人力资源顾问查询,以确保你的法律解释和决定适合你目前的情况。

✅ 在向员工传播政策之前,强烈建议雇主事先让律师进行审查,尤其是如果该模板本身具有诉讼性质,有潜在的法律影响,并且对员工有个人影响(例如,安全程序)。 ✅ 你必须与你的法律顾问保持开放的沟通渠道,以获得律师的协助,根据任何潜在的法律影响来分析政策的条款。

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