How to Keep the Summer Work Outings Fun

Ah, summer time and the living is easy! The lull of summer days and nights can be a trap. The risks associated with holiday-season parties get all the attention. Summer send-offs and end-of-season happy hours get a pass, and that is the problem. The exposure is the same, the oversight is less, and the employers who treat these events casually are the ones who end up cleaning up a mess. 

•  Alcohol is still your biggest exposure. Open bars and unmonitored drink service invite harassment claims, workplace injuries, and impaired driving on the way home. Employers can face liability for negligent supervision in some states, especially if a supervisor kept the drinks coming for someone visibly intoxicated. A drink ticket system, a hard cutoff time, and non-drinking options reduce exposure without killing the mood. 
•  “Off-site” does not mean “off the clock” for policy purposes. Harassment, discrimination, and code of conduct policies still apply at company-sponsored events, even those that are outdoors, offsite, informal, or after hours. Employers should reissue a short reminder before the event rather than assume employees will extrapolate that from the handbook. 
• Wage and hour issues for non-exempt hourly employees. If attendance is mandatory or the event includes work content (a team meeting, an awards presentation), hourly employees may need to be paid for that time. Voluntary, purely social events are lower risk, but “voluntary” needs to actually be voluntary in practice, not just on paper. 
• Injuries at company events can trigger workers’ compensation. Whether a summer outing counts as within the scope of employment depends on factors like whether attendance was expected and whether the event served a business purpose. That analysis matters if someone gets hurt on a company kickball team. 

A few minutes of planning before the invite goes out is cheaper than cleaning up after the party. If you want your event policies, alcohol guidelines, or handbook language reviewed before this season’s gatherings, our firm can help you close the gaps before they become a claim. Contact us for more information. 

Disclaimer: This content is for informational purposes only and does not constitute legal advice or create an attorney-client relationship. Employment laws vary significantly by state and circumstance. Please contact our office regarding your specific situation.