Three EEO Lessons for Workplace Holiday Celebrations
It’s the time of year for holiday parties. In this space, we’ve previously written about discipline cases involving employee misconduct at these types of events. It’s also important to be aware of the potential EEO ramifications of holiday parties:
- Some employees may choose not to attend celebrations because of their religion; excusing them is not an undue hardship. Kayce L. v. HHS, EEOC App. No. 2019002439 (Sept. 30, 2022).
- Certain gifts given at holiday parties, such as alcohol or sex toys, may be offensive and absolutely do not belong in the workplace. Estelle H. v. Census, EEOC App. No. 0120162411 (Apr. 11, 2018).
- “Dirty dancing” is inappropriate at a workplace holiday party. Shanti N. v. FBI, EEOC Req. No. 720150026 (Aug. 4, 2016).
You may think these lessons are a given, but the fairly recent dates indicate not all employees have gotten the message. So, as we approach the end of 2024, we hope your holiday celebrations are free of all things EEO-complaint related.
In the final newsletter of the year, we look at what the MSPB says about clarifying poorly written performance standards during a PIP, a wish list for Santa, considerations for handling AWOL employees, and a headache of a case that implicated workers compensation, harassment allegations, and reasonable accommodation claims.
Have a safe and happy holiday season – and thanks for reading,
Take care,
Deborah J. Hopkins, FELTG President