That's What She Said

Survivorman

Litigation Value: $150.00 (for the birthday cakes)

As they always say, you can’t please all of the people all of the time. Nowhere is this more true than at office parties, birthday or otherwise. Lucky for Dunder Mifflin, the biggest party-related issue in last night’s episode was birthday cake. But sometimes employers just aren’t that lucky. Take, for instance, the annual holiday party. It is just amazing what can happen after folks get a few drinks in them. And, in many cases, employers are on the hook for the aftermath.

In many states, employers who serve alcohol at parties can be liable for the acts of their drunken employees. And that’s where it starts to get really expensive. Not to mention that free flowing booze can result in complaints of sexual harassment. After all, who hasn’t been to an office party where some outrageously drunk co-worker turns into the office-Casanova? I’m not saying employers necessarily need to turn into office party Scrooges; they just need to keep an eye on things. Sure, some folks will gripe about the limited drink tickets or the “no alcohol” policy but, as I said, you just can’t please all of the people all of the time.

3 thoughts on “Survivorman”

  1. Just out of curiosity – what about all of the weapons that Dwight has hidden around the office. Obviously, if there was a company policy against it, it would not be acceptable – but i am assuming the company is liable regardless of a policy (especially if they know about it – previous episode with the mace)

  2. Julie, great job. You also did a great job with your presentations at the 12th annual Advanced Employment Issues Symposium (AEIS) in Las Vegas on November 8-9. I’m guessing your luncheon presentation on the first day about your blog garnered some new viewers of The Office and a lot of new readers of “that’s what she said.”

  3. Good points on The Office. But I did think that locking the teenage delivery boy in the closet because Michael refused to pay for the pizza was also subject to potential litigation if not criminal charges. An HR blunder as well, no doubt.

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