By: Matthew J. Feery//July 7, 2011//
Summer has finally arrived in Wisconsin, ending both the tyranny of rainy, 60-degree days and my ability to joke that budgetary woes aren’t the only thing Wisconsin shares with Iceland. And along with the arrival of summer comes what is for many employers an annual tradition: the company picnic.
True, for many employers, the company picnic is a relic of bygone and better times. Yet, for those few, those happy few who still host a company picnic, this is an exciting time of year. After all, when else can employees showcase their poor-to-below-average athletic skills in front of colleagues from whom they’ve long fought to earn respect? I, for one, enjoy the annual opportunity to remind my colleagues why I went to law school and not to right field for the Cubs (though, admittedly, my chances of playing for the Cubbies are mathematically increasing as the season goes on. Look it up. Actually, don’t.)
In truth, I kid because I love. Company picnics can be a great opportunity to boost morale, especially in lean times, and they allow employees the chance to commiserate about the weather while actually being outside in the weather they’re commiserating about. Still, some companies fall victim to the parade of horribles that can result from combining coworkers, heat, sporting events, and (if you truly like to live dangerously) alcohol. So here are some common sense tips to prevent that awkward morning-after call to the employment attorney.
The answer depends on the particulars of the picnic. Wisconsin courts have held that injuries occurring during company picnics and other “morale boosting” exercises may not be covered by worker’s compensation law. See, e.g., Schwab v. DILHR, 162 N.W.2d 548 (1968). But this determination is made on a case-by-case basis, and it depends on factors such as: whether the event was truly voluntary; whether employees were compensated for attending or suffered adverse employment actions for not attending; and whether the employer gained tangible benefits from the event via presentations, brainstorming sessions, etc. So, if the aforementioned softball game is a voluntary pickup game, employers may be fine. But if the game is part of mandatory feats of strength to determine next year’s compensation, well, that’s a different story.
There are, of course, other common sense tips to keep in mind. Be aware of the lyrics of your music selection. Consider religious and dietary needs when choosing what food, if any, to serve. Watch the temperature, and be sure to have plenty of (non-alcoholic) fluids available for employees and their families. And so on. (And if you choose to host a private party for your friends, ignore, if not actively contradict, all these points.)
The point is that common sense can help reduce legal exposure and increase enjoyment at company picnics. After all, we only get approximately two weeks of nice weather in Wisconsin each year, so best to get outside and commiserate about it while we can.