Sexual Harassment: Key Business, Financial, Human Resource Issues
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Speaker : RONALD ADLER
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When : Wednesday, June 26, 2024
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Time : 01 : 00 PM EST
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Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resources management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR, and unemployment insurance cost management. Mr. Adler has more than 45 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, insurance companies and brokers, and employer organizations.
Mr. Adler is the developer the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices liability risk assessment tool — now in the tenth edition.
Mr. Adler has served as an adjunct professor at Villanova University, where he taught a master’s level course on HR auditing. Mr. Adler is a frequent author and regularly conducts webinars and seminars on HR management and workplace issues.
Mr. Adler has represented Maryland employers on the state’s Unemployment Insurance (UI) Oversight Committee and previously served as an appointee to the State of Maryland's UI Funding Task Force and UI Advisory Committee. Mr. Adler has also served as a moderator at the State of
Maryland's Annual Human Relations Conference and at the state's Annual Small Business Conference.
Mr. Adler has assisted Congress and state legislatures in developing employment and UI-related legislation and has testified before the U.S. Senate Finance Committee on unemployment insurance and the U.S. Senate H.E.L.P. Committee on genetic discrimination in the workplace. Mr. Adler has also served as an expert witness in discrimination and negligent hiring cases.
Mr. Adler is a member of the Society for Human Resource Management (SHRM), has served as a subject matter expert to SHRM on HR metrics issues, formerly served on SHRM’s Human Capital Measurement/HR Metrics Special Expertise Panel, has served as a consulting expert on workplace issues to SHRM’s legislative staff, and has represented SHRM in meetings with the EEOC.
Mr. Adler is a former member of the Institute of Internal Auditors (IIA). Additionally, Mr. Adler has served on taskforces developing professional standards in human capital measurement and performance management.
Mr. Adler has a degree in Finance from the University of Maryland and an M.B.A. from Southern Illinois University.
The marketplace is increasingly asking and evaluating the following critical questions:
- Does an organization avoid the growing legal pitfalls to avoid sexual harassment?
- Does the organization properly conduct sexual harassment and workplace investigations?
- Does the organization properly weigh and balance privacy issues and concerns?
- Are all employees encouraged to report incidents of sexual harassment?
- Are all supervisors and managers required to take action and report incidents?
These critical issues and other important elements of an effective sexual harassment program will be discussed. How your organization answers these questions provides insight on how it values its employees. The actions your organization takes to address these issues provide workers with insight on if, and how, you value them. How you respond to sexual harassment complaints provides the marketplace with information about how your organization values critical assets.
Areas Covered
- Discuss the impact of sexual harassment within your organization
- Define the definition and types of sexual harassment
- Describe how sexual harassment affects the achievement of organizational goals
- Discuss the financial impact of sexual harassment on your organization’s bottom line
- Discuss the human resources impact on the planning and managing of your workforce
- Play a leadership role in reducing sexual harassment
Course Level - All levels
Who Should Attend
- HR Professionals
- Internal and external auditors
- Compliance officers
- Risk managers
- C-suite executives
- Boards of Directors
- Middle and on-line managers
Why Should You Attend
Sexual harassment claims increasingly expose your organization to significant business, financial, and human resources-related costs and liabilities. Potential claims now often exceed six figures. More importantly, sexual harassment increases recruitment and hiring costs, increases absenteeism and turnover costs, lowers employee morale, reduces job performance, and results in lost productivity. As a result, if your company has a 6% profit margin, it will have to generate $1,667,000 in new sales to cover the costs of each sexual harassment claim or award of $100,000.
Thus, while the financial liabilities of sexual harassment can be substantial, they represent only a part of the total cost. To the extent sexual harassment defines how your organization values its employees, your organization increasingly becomes a place to avoid. To the extent your organization accepts sexual harassment as an incidental working condition, you tell employees, applicants, and third parties: that you don’t value them. And to the extent your organization does not take immediate action to correct problems, you demonstrate to employees that they should look for employment elsewhere.
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$160.00
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