It’s October, and partygoers everywhere are planning for what many consider the most fun holiday of the year: Halloween.  In a recent Harris Interactive study, Americans ranked Halloween as their third-favorite holiday, right behind perennial blockbusters Christmas and Thanksgiving.  This was especially true for Generation X and Y respondents, although more mature respondents weren’t far off.  While people young and old dream of dressing as a celebrity like Charlie Sheen or Lady Gaga, or a vampire à la Twilight or The Vampire Diaries, an office can harness its workers’ positive energy by hosting a Halloween party.

Like any office social function, employer-sponsored Halloween parties are a great way to invite some fun into the workplace and to boost morale.  Office parties can also promote teamwork through the use of a party-planning committee.  That committee should use at least one member of Human Resources to meet the special challenges that come with an office Halloween party.  Nobody wants to be the party pooper, but as HR staff, it’s your job to ensure partygoers adhere to proper etiquette and legal guidelines.  That means setting ground rules before the party and being on hand to enforce them.  After all, this is still a professional function!

Not sure how to balance partying with professionalism?  Try these guidelines:

• Stop potential problems before they start by sending a reminder e-mail a day or two before the party.  This e-mail should remind employees that the party is a work function and that appropriate behavior is appreciated.  Employees should not display inappropriate or illegal behavior.  Say a few words about employees having fun while maintaining their professional reputations.  Try to write in a fun-but-firm tone; a note that’s too formal may be disregarded as an HR-babble buzzkill.

• You’d like to think your employees would use good judgment to choose a costume, but common sense doesn’t always prevail on an “anything goes” holiday like Halloween.  Remind employees to choose a work-appropriate costume, and detail what would be unacceptable choices.  Inappropriate choices might include costumes that bear a lot of flesh, such as diapers or ultra-sexy skirts or necklines, costumes with sexual innuendo, costumes glorifying alcohol usage, costumes with an overt religious or political message, or costumes paired with realistic weapons.  Enforce these rules at the party, even if it means sending someone home.

• The last thing anyone wants to see at a party is an inebriated employee creating a sexual harassment complaint—or worse, a lawsuit.  If alcohol is served at the party, know your business’ potential liability.  Your business may be legally responsible if an employee gets injured or injures someone else at or after the party.  It’s your job to watch the party and quickly deal with any problem drinkers, either by cutting them off or sending them home.  To curtail negative incidents, consider limiting options to beer and wine, or consider passing out drink tickets to limit consumption.  It can also be helpful to arrange for taxis or designated drivers so employees arrive home safely.

With the proper preparation, an office Halloween party doesn’t have to be a spooky spectacle for the HR Department!  Clear guidelines and common sense can create effective HR practices for office parties and for everyday business.  But even the most efficient managers and HR representatives can have questions about best practices and effective policies.  That’s where YES! Your Human Resources Solution can help.  Our experienced HR consultants will work with your business to establish clear and effective employee handbooks, job descriptions, and more.  Just read what other clients have to say about how YES! transformed their businesses!  We’ll gladly do the same for you.  For more information on how we can help your business reach its best, visit our website or contact us for a free consultation.