Trick or treat or employment law litigation? When celebrating Halloween in the workplace, there are some employment frights to look out for, according to a recent post by Tiffani McDonough of Obermayer Rebmann Maxwell & Hippel.
Here are some of McDonough’s tips for enjoying the chocolate and candy without the toothaches of litigation:
- Accommodate Religious Beliefs: Before implementing any kind of “mandatory” celebration, ensure employees that accommodations will be made if they have religious beliefs that bar them from participating, suggests McDonough. And just because some people may object to a Halloween celebration doesn’t mean it has to be canceled. She says at least one case has shown that this isn’t necessary to accommodate employees.
- Consider Costumes: If you require employees to wear a certain costume, they may need to be reimbursed for it, according to some state laws, as it could constitute a uniform. Additionally, employees should be warned about dress-code policies, as workplaces should not permit revealing or offensive costumes.
- Scare Safely: With all the ghosts and ghouls and goblins around, it can be easy to get a little jumpy. McDonough reports that there has been only one case in which an employer was liable for an employee’s injuries after he fell off a stool when scared by another coworker wearing a mask.
