Yes, it's picnic time. And if management decided to allow liquor at the event, here are some suggestions for minimizing liability to your company.

Think through the ramifications (lawsuits and other hassles) before the event takes place. Remember, no liquor equals less liability.

• Review insurance policies. Be sure that you are aware of coverage and exclusions.
• Hold events during the day.
• Post a "greeter" to make sure employees don't arrive intoxicated and/or carrying their own liquor into the event.
• Keep the focus away from alcohol. This is especially important if you have younger workers. Plan games, entertainment, and other activities.
• Serve plenty of nonalcoholic beverages. Don't have ice-cold beer and wine, but nothing else but warm water. Have both regular and diet sodas, as well as noncarbonated choices.
• Give attendees tickets good for two drinks only. Having an open bar is asking for trouble. And don't give tickets to workers under the legal drinking age.
• Hold the event in a venue that employs professional bartenders--or hire them. These professionals can collect the drink tickets, and they know how to portion drinks and how to politely cut off people when they've had too much. Don't let employees pour their own drinks!
• Don't be afraid to shut down the bar. Deny attendees any more liquor purchased or supplied by the employer if things are getting rowdy.
• Identify designated drivers who won't be drinking. Make sure employees know that they have the option of not driving home. Assure them that they will get a ride back to their vehicle later.
• Post gatekeepers for monitoring attendees. In a lawsuit where an employee has hurt himself or herself or others or harassed a colleague, the court is sure to ask if the employee appeared intoxicated. The gatekeeper also can suggest that employees use the designated driver's services or can call a cab.
• Review sexual harassment training before the event as necessary.