Holiday parties present the risk of facilitating unwanted contact between employees, even in an ordinary year. Regrettable incidents between peers and between superiors and subordinates have always been common. But 2017 has been anything but common in the American workplace. In the year of #MeToo, companies must turn to their HR professionals to understand their legal responsibilities in preventing any potential incidents at holiday parties.

Most of the companies in DFW that we work with are moving forward—albeit cautiously—with holiday party plans. When the risks are properly mitigated, holiday parties offer a unifying morale boosting talent experience that employers need in a competitive economy to attract and retain top talent. They also signal that the company has had a successful year, worth celebrating. Two thirds of employees get excited about company-sponsored holiday parties, according to a 2016 TriNet survey of employees at small and midsize businesses.

However, nationally, more than one in 10 employers (11 percent) will not hold an office party this year, up from 4 percent in 2016, according to a new survey released by the staffing firm Challenger, Gray & Christmas (coincidental name). That’s the highest percentage of companies to make such a move since 2009, the survey found. It’s especially surprising when you consider that companies are more likely to have holiday parties when the economy is strong.

Canceling holiday parties sends the wrong message to diligent employees who enjoy them, need the respite from work, and never find themselves afoul of any common sense behavioral etiquette. In fact, we spoke to HR leaders who nixed holiday parties from 2008-2010 for budgetary reasons amid the recession, and many later regretted the move for those reasons.

If you are going to have a holiday party—and if you can afford one, we think you should—engage with your HR department and your attorneys about creating a more protective environment. Here are some important considerations to discuss:

Communications

There will be an elephant in the room at your holiday party, so go ahead and address it. Your employees are well-aware of the floodgates of allegations that have been opened against Hollywood celebrities, media moguls, and politicians in Washington, as we recently reported. They recognize the need for temperance at a social gathering in which lines can be blurred, and they expect their employers to do whatever is necessary to protect them from harassment.

With that in mind, we recommend having a meeting and/or sending written communications in advance of the party about how the movement has heightened corporate America’s awareness of inappropriate behavior. Talk about your zero tolerance policy for sexual harassment and the steps you are taking to keep everyone safe at your holiday party. Provide a way to report any incidents, and talk about the likely consequences. Precautionary communications may be the most effective preventative measure of all.

Alcohol

The CG&C survey showed that fewer than half the companies surveyed plan to serve alcohol at their holiday parties this year, down from 62 percent in 2016. Many more are likely to reduce the amount of alcohol served and/or make it impossible for guests to drink to inebriation. Drinking may not be a direct cause of inappropriate sexual behaviors, but it lowers inhibitions and can lead people who wouldn’t otherwise do so to make lewd comments, give unsolicited hugs, or worse.

The endless whiskey-filled well of an open bar sends the message to “let loose a little!” We strongly suggest serving beer and wine only and limiting consumption to two drinks per guest, rather than offering an open bar, or even a cash bar with hard liquor. Cash bars are not a strong deterrent to sexual harassment or restaurants and bars would be harassment-free zones.

If you do make alcohol available, appoint someone to monitor for drunkenness and to make sure that no one is displaying any visible signs of intoxication. Leave some room in the budget for transportation for inebriated employees, either by a rented bus with a professional driver, or through Uber or taxi services.

Dancing

We see dancing more often in formal engagements, in which employees bring their spouses and partners. If this has been a tradition, stick with it, but this may not be the ideal year to introduce dancing as a new feature in your holiday party. If you do, avoid conga lines and any other type of group dancing that could facilitate unwanted touching.

Daytime vs. Night-time

If you are going to scale back or eliminate alcohol, consider moving a weekend or night-time party to the daytime hours. Employees often appreciate getting a half-day for a holiday party and are willing to trade the booze for this concession. Keep in mind that employees do enjoy getting off-premise and that it facilitates more enjoyable conversation among them. Consider restaurants and catering halls, depending on the size of your company.

Gourmet Food

By scaling back on alcohol, you will have money in the budget to make the party even more enjoyable in other ways. Offering great food has the broadest appeal. Host your party in a great restaurant or have a catered reception. If you are a larger company, consider having multiple caterers and stations with unique offerings. Gourmet desserts—especially those that can be prepared in front of the guests—are always a hit. If you are a smaller company, you could have a multiple-course meal with a special menu for the occasion. A focus on food, rather than alcohol, adds to an ambience of formality that should dramatically reduce risk of any untoward behaviors.

Entertainment

How many cash bars do you fondly and vividly remember from past holiday parties? People enjoy drinking, but drinking is hardly a memorable experience. In fact, for those who enjoy it most, it may be the least memorable experience you can offer.

With the money you save on alcohol, you may want to put it toward some form of entertainment. Consider a live party band, acrobats, or a comedian with a clean act. Or you could take your employees out for a dinner and theater night, with transportation provided from the office. For holiday parties with families in attendance, consider some entertainment options for children, including face painting and carnival games.

We think the companies that have made a decision to cancel their holiday parties in light of #MeToo are being shortsighted. Companies should use this time of year to indulge employees in great food, clean fun, and an experience that will reinforce their positive opinion of their company and colleagues.