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How to ruin a good party!



drew

Drew
Oct 3, 2006
23,007
Burgess Hill
BSUH are turning themselves into a laughing stock. Fantastic frontline workers, ie nurses, doctors and HCAs etc however the backroom team are comical. The HR dept aren't fit for purpose but that's another story. Their equality and diversity guru has come up with this gem of guidelines for the xmas party. Bearing in mind that the staff have to pay for their own party (they're not even allowed to use money donated by patients and family, given for this very reason!).


The Trust issued the ten guidelines to ensure no-one was at risk of discrimination at their Christmas party.
1. Employees are reminded: ‘It is important to enjoy yourself, but the Trust’s Dignity At Work Policy should be observed.’ Organisers should remember that not all staff celebrate Christmas, so it is vital to make sure parties don’t clash with other, non-Christian religious festivals.
2. ‘There could be the potential for claims for sex discrimination.’ Women with ‘caring responsibilities’ should not be excluded. Nor should any staff currently on maternity or paternity leave.
3. Agency workers should also have access to the party.
4. ‘If the venue is on licensed premises, there is the potential for age discrimination. Think about how this difficulty could be overcome. If there is no age restriction on the venue, remind under 18’s they should not be drinking alcohol.’
5. ‘By choosing a venue that does not enable access, could potentially be cause for disability discrimination (remember disability covers more than just physical access, toilets, etc). Disabled employees must not be treated less favourably than non-disabled employees.’
6. Party planners must remember they have a ‘duty of care’ towards those who attend. Make sure there are designated drivers and keep the number of a local taxi firm handy in case someone is too drunk to drive home.
7. ‘Absence from work following Christmas parties/events — it is worth remembering, unless there is a valid reason for absences, i.e. a genuine illness, unforeseen emergency (for example breakdown in care arrangements or household), it will be considered an unauthorised absence and may lead to disciplinary action being taken.’
8. ‘Managers . . . should carry out a full assessment of possible risks before the party/event. This will serve to both reduce the risk of any accidents, and also assist in defending any claims should they happen.’
9.‘You need to cater for the needs of everyone attending the event to avoid discrimination. Consider the religious and cultural requirements and possible adjustments for disabled employees.’
10. Emergency numbers are listed for three companies providing interpreting services, plus an out-of-hours contact for an organisation specialising in sign language and lip-reading for the deaf.
 



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