Employer Obligations at Calgary Stampede Parties: 770 CHQR Talks To Lawyer

Interview Summary

As the Calgary Stampede continues in Alberta, many businesses will host corporate parties for peers and staff. Are there steps and policies that employers should implement in order to ensure a safe work environment? What can employees do to ensure their rights are protected?

Karen Tereposky, a Calgary employment lawyer, and Senior Associate at Samfiru Tumarkin LLP spoke to Ted Henley on 770 CHQR to answer these questions and more.

Interview Notes

• Legal expectations of host and employer: All employers are expected to maintain a healthy and safe work environment at all corporate parties and for all members of staff. A safe work environment must be free of harassment.
• Safe work environment: In order to ensure a safe work environment during a corporate social event, employers should clearly outline the expectations of their employees. Employers should implement measures such as drink tickets to ensure guests and staff do not become inappropriately inebriated. Employers should ensure all employees and guests are able to return home safely if consuming alcohol.
• Employer communication with employees: Employers are within their rights to communicate specific policies and expectations to all members of staff. Employers should also have policies in place regarding employee conduct at their own events, and other external events, and potential consequences. Employers must ensure that all policies have been received by employees. Staff meetings before big events, like the Calgary Stampede, are also encouraged to reiterate expectations.
• Expectations regarding cannabis use: Employers should have a drug and alcohol policy in place. This policy should also include prescription drugs and medications. Drug and alcohol policies should be reinforced in social policies and conduct.
• Employees representing their employers: Employees must also be aware of their behaviour and conduct at events not hosted or organized by their employers. Some employees, particularly those with a public-facing position, could face consequences if their behaviour negatively impacts their employer’s brand or reputation.
• Examples of misconduct: Employees should be aware that their behaviour should always be taken into context by their employers before a possible termination or reprimand. Employers must implement disciplinary measures if an employee has exhibited misconduct or behaviour that is against company policies. A major concern for employees should be sexual harassment.
• Harassment at an event: Employees that experience harassment or bullying at an event should inform the appropriate party or department within their workplace. Harassment cannot be tolerated and all employers are obligated to investigate complaints. Employees that feel their complaints and concerns have not been addressed can pursue constructive dismissal.