HR's Office Holiday Party Guide: How to Avoid Common Legal Liability and Safety Issues for a Positive Workplace Event
  • CODE : SILV-0004
  • Duration : 60 Minutes
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Stuart Silverman has been practicing law for almost 30 years and is the principal of the Law Offices of Stuart M. Silverman, P.A., located in Boca Raton, Florida. The emphasis of his practice is in the area of labor and employment law, and business and commercial litigation. Mr. Silverman has represented both private and public employers, as well as individual employees in a whole host of complex business disputes and employment settings at administrative levels, and state and federal trial and appellate courts. His extensive employment litigation experience includes claims under age, race, sex discrimination, wage and hour claims, whistleblower and retaliation claims, ADA and FMLA claims, public employee's claims, as well as disputes under employment contracts, non-compete agreements, trade secrets disputes, and partnership breakups. Mr. Silverman is a frequent speaker on his areas of practice.

Mr. Silverman is also a member of the Workplace Violence Prevention Institute (WPVI), a group formed to investigate solutions and strategies from a proactive and systemic perspective to minimize the risk of workplace violence, specifically violence caused by employees or former employees. He earned his B.A. degree, with high honors, and his J.D. degree from Rutgers University. Mr. Silverman is admitted to The Florida Bar and the U.S. District Court for the Southern District of Florida.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at

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The holiday party is always a morale booster. But for some, it’s also a time when employers could find themselves in a legal mess related to pay, harassment, discrimination, and other legal issues potentially.

For starters, employers should look at how they handle holiday pay for exempt and non-exempt under the Fair Labor Standards Act (FLSA). Have you also thought of the following

  • FLSA requirements around holiday pay
  • What the requirements are around paid time off for religious and federal holidays, and legal issues that may arise
  • Employee handbook rules to stress to the workforce prior to any holiday or another work-related social gathering
  • How to throw an inclusive party that doesn’t violate religious discrimination laws, ignore religious or medical dietary needs, or fail to provide access to accommodate guests with disabilities
  • Whether to hold a holiday party and how to determine what type of party it will be:
     o On-site during work hours?
     o Off-site at another venue?
     o Will alcohol be served? 
  • How to reduce the risk of sexual harassment and stop behavior that veers over the line
  • Employer’s responsibility to assist an inebriated guest in getting home

Course Level - Basic-intermediate

Areas Covered    

  • Avoiding Wage and Hour Claims Related to Holiday Parties
  • Ensuring Sexual Harassment Doesn't Happen
  • Religious, Racial, and National Origin Discrimination Issues
  • Monitoring Staff Behavior - Legal Best Practices
  • Employer Responsibility for Third Party Injuries Related to Holiday Parties
  • Legal Best Practices for Holiday Party Planning
  • Investigating Claims of Misconduct - Do's and Don'ts

Who Should Attend    

  • Compliance Officers
  • Human Resources
  • CFOs
  • Office Managers
  • Company Presidents
  • Employers and Business Owners
  • Hiring Managers
  • HR Managers/Supervisors
  • Risk Managers
  • In-House Counsel

Why Should You Attend

Many employers extensively plan for their holiday parties, but they often forget to plan for the extensive list of legal liabilities these get-togethers can create. Ensure your clients' holidays are happy by confidently advising them on holiday party snares and pitfalls that an additional bit of planning can eliminate. Don't miss out on this essential legal guide of holiday party liability Lean now to avoid the risks of lawsuits that come from drinking and merriment that often is part-and-parcel of the workplace holiday party. There are certain precautions employers can take to prevent incidents of sexual harassment or injury and also limit liability should an incident occur.

  • $200.00

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