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Johnny C. Taylor Jr., president and CEO of the Society for Human Resource Management (SHRM) has put together some HR guidelines ahead of the annual halloween fright fest.
In a Q&A written for USA Today he has some advice to make sure the haunting-heavy holiday doesn’t turn into an actual nightmare for the HR department.
“It’s important to set clear guidelines to ensure things remain appropriate and professional. With the right approach, employees can enjoy the day without any unintended issues,” said Taylor.
Here are his six pieces of halloween advice:
Voluntary participation: Make it clear that the Halloween celebration, including wearing costumes, is completely optional. Some employees may not feel comfortable or may have personal reasons for opting out, and their choices should be respected. Provide equal support for those who choose not to participate.
Costume guidelines: Outline specific expectations. For example, costumes should adhere to your company’s dress code, even if the rules are relaxed for the day. Costumes must be appropriate for a professional setting, meaning no offensive or inappropriate themes, such as overly sexualized outfits, costumes mocking religious or cultural beliefs, or those depicting violent or discriminatory stereotypes. A good guideline might be asking employees to ensure costumes cover “shoulders to knees.”
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Cultural sensitivity: Remind employees that costumes should not denigrate, ridicule, or appropriate cultural, religious, or racial identities. It’s important to respect everyone in the workplace. Providing examples of what’s considered inappropriate can help employees understand the boundaries.
Backup plan: Encourage employees to bring a change of clothes in case a costume doesn’t meet the guidelines or becomes uncomfortable during the workday. You might also consider having spare, company-appropriate clothing on hand for anyone needing to make a change.
Communication with management: Managers should be prepared to handle any costume-related issues that arise throughout the day. This could involve having a brief conversation with someone whose costume crosses a line or addressing complaints from other employees. Consistent communication is key to ensuring everyone is on the same page.
Optional scheduling: Be mindful that some employees may not feel comfortable with Halloween due to religious or personal reasons. Offer flexible scheduling or remote work options for those who prefer not to be in the office during the celebration. By setting these guidelines and communicating them clearly to your employees, you can help ensure Halloween remains a fun experience for all without causing any unintended problems.
Halloween do’s and don’ts
HR Grapevine US has some additional guidelines for an incident-free halloween….
No more than two sacrificial virgins per employee (at least one must be from outside the IT dept).
Please don’t smash in doors with an axe and a psychotic expression. Use the handle and a squirt of hand sanitizer afterwards.
“Coming as the invisible man” will be marked down as an unauthorised absence.
If you destroy a vampire by opening the blinds please put the ash in the trashcan. Don’t leave it for the cleaner.
Zombies. No hiding in the accounts payable department.
Hellhounds are not emotional support animals. Please leave them at home.
If you’re arriving on a broomstick you will still need your car park pass. Headless coach drivers will need to obtain a guest pass from reception.
Those fingers in my hair? That sly come hither stare, that strips my conscience bare? It's witchcraft. Please observe our guidelines on inter-staff personal relationships.
Please ensure that you have the correct lanyard with you when entering the building. Not singling anyone out but, yes, Dr Jekyll, we are looking at you.
Scary clowns! The board meeting is at 2pm in the main meeting room.
