In today’s workplace, human capital has become for many organizations the single most important determinant of competitiveness, productivity, sustainability, and profitability. Increasingly, the organization’s human capital is the source of innovation and a driver of business success. Human capital also represents, however, a significant potential liability, and the list of liabilities is growing.
In this environment, companies can ill-afford to make mistakes. Managerial and supervisory responsibilities require more than just getting the job done. The actions your organization takes directly affect employee commitment and engagement, morale and productivity, and employee retention. Importantly, they also play a critical role in EEO, wage and hour, and other legal compliance with the law and can expose your organization to significant liabilities.
As governmental agencies have become more active — some would argue more aggressive — and have committed more resources to conducting assessments of employment policies and practices, employers are increasingly at risk. As the EEOC has noted, employers should not only comply with the various laws, they should conduct self-assessments and audit their practices to ensure ongoing compliance.
Unfortunately, without ongoing training, even organizations with the best intentions, frequently make mistakes — often, costly ones. This training webinar is designed to help your organization identify key workplace discrimination issues and help supervisors and managers manage effectively and lawfully manage these issues. As a result, your organization will reduce its exposure to employment related claims.
Numerous federal, state, and local laws prohibit employment discrimination, monitor wages and benefits, and provide instructions on how management should respond to various employment issued. As a result, employers must pay attention to how these issues affect their management of the employer-employee relationship.
The number and types of claims are significant. For the 2019 fiscal year, there were 72,675 discrimination claims, including 39,110 retaliation claims. At the same time, employers have had to defend wage and hour claims, numerous workplace issue complaints, and increasing numbers of separation protests.
And the cost of these issues is growing. For the fiscal year, more than $300 million was collected in monetary relief for EEOC claims and millions were awarded in wage and hour disputes. This is just the most obvious cost. Non-complying employers face penalties that include remedies of reinstatement, back pay, injunctions, and, in some cases, fines, and attorneys’ fees. Equally important, court decisions and settlement agreements frequently result in the loss of managerial prerogatives to make hiring, firing, and other employment decisions, require organizations to conduct specified training programs, and impose a third-party observer to monitor compliance. Thus, employers have a specific need to ensure compliance.
o A review of legal HR compliance
o A description of key employment discrimination issues
o A discussion of critical employment issues affecting employment management
o A review of employment related risks
o A discussion of the role supervisors and managers play in creating and demonstrating a culture of compliance
o A review the elements of creating workplace compliance
Target Job Title:
Human Resources Professionals
Duration: 90 Minutes
Group of 3 to 5 +1 Thumb Drive or 5 online Recorded version
Group of 6 to 10 +1 Thumb Drive or 10 online Recorded version
Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran-owned, human resource management consulting firm in Rockville, Md., specializing in HR audits, employment practices risk management, benchmarking and HR metrics, strategic HR, employee surveys, and unemployment insurance issues. Mr. Adler has more than 42 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 a consulting expert on workforce, employment practices, and unemployment insurance issues to Bloomberg BNA, HR Magazine, and other publications and newspapers across the country. His research findings have been used by the Federal Reserve Board, the Equal Employment Opportunity Commission (EEOC), the National Conference of State Legislatures, the National Association of Manufacturers, the National Federation of Independent Business, insurers, and international organizations.
Mr. Adler is the developer of the Employment-Labor Law Audit™ (ELLA®), the nation's leading HR auditing and employment practices risk assessment tool, and is a frequent lecturer and author on HR management and workplace issues. As an adjunct professor at Villanova University, Mr. Adler teaches graduate courses on HR auditing. He is also a certified instructor on employment practices and insurance issues for The CPCU Society, has conducted continuing professional education courses for the American Institute of Certified Public Accountants on "Assessing Employment and Personnel Policies," and has conducted continuing professional education courses for SHRM, the Institute of Internal Auditors, and the Institute of Management Consultants.
As a member of the Society for Human Resource Management (SHRM), Mr. Adler has served as a subject matter expert (SME) to SHRM on HR metrics and formerly served on SHRM's Human Capital Measurement/HR Metrics Special Expertise Panel. He has also served as a consulting expert on workplace issues to SHRM's legislative staff, has contributed materials for The SHRM Academy and the SHRM Learning System, and has represented SHRM in meetings with the EEOC.
Mr. Adler has also served as an appointee to the State of Maryland Legislative UI Committee. Additionally, he belongs to the Institute of Internal Auditors, chaired the Maryland Chamber of Commerce's UI Subcommittee and served as a member of the U.S. Chamber of Commerce's Labor Relations Committee.
Mr. Adler holds a bachelor's degree in finance from the University of Maryland and an M.B.A. degree from Southern Illinois University.