Description of the topic:
Sexual harassment claims increasingly expose your organization to significant business, financial, and human resources related costs and liabilities. Potential claims now often exceed six-figure numbers. 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 of sexual harassment as an incidental working condition, you tell employees, applicants, and third parties: “we don’t value you.” And to the extent your organization does not take immediate action to correct problems, you demonstrate that employees should look for employment elsewhere.
As a result, the marketplace is increasingly asking and evaluating the following critical questions:
·Does the organization avoid the growing legal pitfalls to avoid sexual harassment?
·Does the organization properly conduct sexual harassment and workplace investigations?
·Does the organization properly weight 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?
Areas Covered in the Session:
· Discuss the impact of sexual harassment within your organization
· Define the definition and types of sexual harassment
· Describe how sexual harassment affects the achieve 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 work force
Who will benefit?
Physical CD-DVD of recorded session will be despatched after 72 hrs on completion of payment
Recorded video session
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.