It’s the time of year to be making lists and checking them twice. While you’re at it, be sure to check your list of holiday activities to make sure your small business won’t end up with the legal equivalent of coal in your stocking. Here’s a checklist to make sure the holiday season remains full of good cheer for you and your employees.
Decoration expressions
A celebratory atmosphere in your workplace may be a welcome relief from the heaviness of 2020. Decorations can enhance the spirit of warmth and fun during the holiday season, but they can create problems if they favor one set of religious beliefs over another.
The U.S. Supreme Court has determined – and the Equal Employment Opportunity Commission has acknowledged – that decorated trees and wreaths are considered secular symbols, as are candy canes, tinsel, reindeer, strings of lights and winter scenes. You therefore may hang wreaths, put a decorated tree in your foyer or display other non-religious decorations without running a risk of legal liability, even if an employee expresses an objection.
To the extent you choose to limit holiday decorations in the workplace, the limitation must be uniformly applied to all employees and their individual religions.
Further, avoid decorations like mistletoe that could be misconstrued as accepting – or even encouraging – sexual harassment in your workplace.
Religious accommodations
Title VII of the Civil Rights Act requires employers to reasonably accommodate an employee’s religious observances, practices and beliefs, as long as it can do so without undue hardship on business operations. If an employee requests a religious accommodation connected to the holiday season – or at any time, really – and you deny it, it must be very clear that allowing the accommodation would demand more-than-typical administrative costs, reduce productivity, create safety issues, encroach on other employees’ job rights or benefits, burden fellow employees with the accommodated employee’s work or put your business in conflict with other laws or regulations.
Religious accommodations may include allowing religious expressions at work, broadening policies for dress and grooming or permitting your workplace to be used for prayer or other religious purposes.
Often, employees’ requested accommodations during the holidays are quite reasonable. Appeals for vacation time, unpaid time off or switching shifts so the employee can attend religious services are common. Because they typically create little to no hardship on the business, it’s best to try to accommodate them.
Gift exchanges
While it’s fine to allow gift exchanges between employees, you must make it clear that a sense of good taste and appropriateness must prevail. Under Title VII, you are required to maintain a harassment-free workplace. Gifts and cards with sexually graphic, bullying or discriminatory content can be hurtful and offensive – even humiliating, particularly if the gift is presented when co-workers, customers or family members are looking on.
Holiday parties
If you’re hosting a (socially distanced, of course) holiday party, make sure Grinchy legal consequences don’t get an invitation. Here’s how:
If sexual harassment, discrimination or drunkenness happen at your event – no matter who’s involved – take it seriously and address it right away. Taking prompt action shows your company won’t tolerate such behavior and helps prevent further negative incidents. Quickly, consistently and effectively dealing with such behaviors also can help mitigate holiday party-related liability if a legal issue arises.
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