The holiday season may be over but, as you get back to your regular work schedule, we encourage you to add one more goal to your New Year’s Resolution list: to make your office fun again! In light of #MeToo, it is no surprise that many employers are decreasing social and other fun activities, believing that doing so may avoid situations that could lead to liability. With the constant reminders that just about anything can go “viral,” it is not surprising that employers are defaulting to a “sterile” work environment. Doing so may come at a cost—the decrease of employee morale, overall efficiency and work performance. The good news is that you can do something about it!

Let’s face it. Employees spend much of their waking hours at work. Circumventing liability in a # era does not require the cancellation of all morale boosting activities. Avoiding liability involves, among other things, having clear policies written in simple, easy-to-understand language, and that prohibit illegal harassment and discrimination. Training your workforce on those policies every year is also a must. New York Labor Law §201-g requires every New York employer to have disseminated to their employees, on or before Oct. 9, 2018, a policy against sexual harassment and to provide all employees with anti-sexual harassment training by no later than Oct. 9, 2019 and at least annually thereafter. Employer policies should prohibit illegal harassment and discrimination, including at any workplace party or other event. Employees should be reminded regularly of that prohibition, including in advance of any event.

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