Every December, the editors here at Workforce Management get inundated with all manner of news releases and PR pitches built around the premise that the annual office holiday party is a lawsuit waiting to happen.

The flood of hype seems to grow more ominous and hysterical with each passing season, and there seems to be no end to the number of publicists touting their “expert” client as someone who can offer all the right answers to organizations wanting to avoid a workforce disaster.

Most of these pitches are dumb and simplistic, but sometimes, one comes across that boggles even my jaded and discerning mind. So in the spirit of giving that dominates this time of year, I offer up these legal “tips” from an attorney who urges employers “to carefully look at their policies to protect themselves from possible lawsuits.”

These are “preventative measures,” he notes, but to my mind, they are just another example of our overly litigious society, where courtesy and common sense seem to get short shrift. Take a read of a few of them; tell me what you think, either posting below or sending an e-mail to jhollon@workforce.com:

* Set a tone of moderation by sending a memo reminding employees that the party is a business-related function.

* Circulate anti-¬harassment policies before the party to remind employees that it covers the party, including prohibiting offensive touching and joking (e.g., sexual, racial, ethnic, etc.).

* Do not serve salty foods such as chicken wings that encourage additional drinking.

* Consider having spotters/monitors or adequate security.

* Avoid bands or DJs playing “slow dances.”

* Check relevant insurance policies for possible coverage.