The leftover turkey is gone, the stampedes at Wal-Mart are over,and 2017 is winding to a close. That can only mean one thing — it'stime for your company holiday party!

Here is a list of "do's" and "don'ts" to help you avoidliability in connection with your year-end celebration.

1. Do throw a party!

Ebenezer Scrooge might know something about cutting costs, butyou wouldn't want him in charge of your team's morale. Rememberthat the office holiday party is a much anticipated event, intendedto reward employees for their hard work, reflect on a good year,and raise morale. Don't sacrifice your company party in a futileattempt to improve your bottom line for 2017.

Related: 'Tis the season for liability: 4 tips to reducerisk exposure during the holidays

2. Don't delegate all of the responsibilities for planning theparty to the employees who will attend.

Burdening your staff with the job of planning their own holidayparty is counterproductive. (See above at point #1.) This factnotwithstanding, your event is more likely to be successful (andsafe) if you and your management team take charge of thepreparations. Holiday parties can be a legal minefield and youremployees might not be on guard for those mines if they arrange theparty themselves. After all, who is more likely to approve of anopen bar: you or your employees?

3. Do keep your hands — and inappropriate thoughts — toyourself.

Holiday parties are a great opportunity to socialize, butprofessionals in your workplace should be able to do so withoutacting like they are on spring break. Be a model for your team, andconduct yourself in the same manner as you would at the office.Make sure that your employees know that your discrimination andharassment policies apply at all company functions, including theholiday fete. If your company does not have written policies inplace, take immediate action!  These policies are thefirst line of defense for employers facing claims of inappropriatework place behavior.

4. Don't join the ever-growing ranks of those accused of sexualharassment in 2017.

Holiday parties this year will proceed in the wake of anationwide conversation about sexual harassment, ignited by seriousallegations against Hollywood heavyweights Harvey Weinstein andKevin Spacey. The current climate provides an excellent opportunityfor discussion and reminds us of the importance of fostering aworkplace environment that does not tolerate any type ofharassment.

Related: 20 funny jokes for a work holidayparty

The law defines sexual harassment as unwelcome sexual advances,requests for sexual favors, and other verbal or physicalharassment. Harassment does not have to be of a sexual nature,however, and can include offensive remarks about a person's sex.Remind your employees that your holiday gathering — while it may be"off campus" and "after hours" — is still a professional event andmust be treated as such.

5. Do consider alternative sources of entertainment.

One subtle way to help your employees avoid overindulgence inthe eggnog is to offer something to do other than imbibe! Considerbringing in a photo booth, poker table, pinball machine, magicianor other entertainment. For example, our firm puts together acomedic sketch movie featuring different employees in variousroles. Employees who are busy watching their exploits on the bigscreen are less likely to spend too much time at the bar.

6. Don't ruin the revelry with a lecture.

We've experienced managers who used the holiday party as aplatform to criticize their team's performance over the past year.Candid performance evaluations are an essential part of every workplace, but openly criticizing your employees, especially at theholiday party, is a sure-fire way to kill morale. Why waste all ofthe time and expense that goes into the party by squandering thatgood will before the new year even begins?

Finally, do send us an invite! We love a good holiday party asmuch as the next person, and we promise not to share any details innext year's column. We hope you have had a great 2017, and we wishyou a wonderful holiday party!

Related: How to network at a party

Brooke Ehrlich ([email protected]) and MichaelKantor ([email protected]) areassociates in the Fort Lauderdale office of Weiss Serota HelfmanCole & Bierman. They focus a significant portion of theirpractice on labor and employment law.