The office Christmas party is an annual highlight for any company with a reasonable headcount. More usually means merrier and messier. We’ve all I’m sure, got hilarious and mouth-dropping tales to tell from parties gone by. Office parties, particularly those that don’t involve spouses and partners, produce a plethora of memorable incidents and moments, usually at somebody’s expense. And in my experience, no one is immune from embarrassment whether self-inflicted or not.
The best parties are the liveliest, where hair is let down, inhibitions are lost and the dance floor is crowded. In these scenarios, many make mischief, a few will over indulge and one or two may undergo a remarkable change in personality turning them into love machines, hell bent on pulling whoever they can. Then there are the ‘pick a fighters’, the chest pokers and the cry-babies. There will undoubtedly be some pukers and if you’re really ‘lucky’, the pass-outers.
Needless to say, you have the potential to capture some post-worthy content on your smart phone – The quiet guy who works in the IT department swinging his trousers ‘round his head to a 80s classic on the dance floor, the girl with the boob job in accounts flashing her augmented reality, or the classic pass out ‘n’ puke shot – another ruined Karen Millen dress.
Now I know I may be generalising and exaggerating but even the most innocuous event uploaded to Facebook or Twitter could land someone in a bit of bother. Many law firms’ Christmas message to business owners warn of the perils of partying with your smart phone.
Here’s one such statement verbatim – “Party-goers with company smart phones should be extra careful this Christmas season – using the phone to Facebook pictures could breach their employment contract. Posts to social networks via company smartphones can contravene the terms of job contracts and could lead, in extreme cases, to people being fired.”
Ooer! They continue:
“Sharing confidential company information knowingly or inadvertently could also kick-start disciplinary proceedings for the employee, potentially leading to dismissal depending on the gravity of any repercussions. While useful as an incentive, BYOD (bring your own device) and CYOD (choose your own device) schemes have blurred the lines between people’s professional and personal lives further and this has increased the risks for employers.”