Sexual Harassment: Managing the Critical Business, Financial, and Human Resources Issues


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Schedule
October 10, 2022 || 01:00 PM ET / 10:00 AM PT
Duration
90 Mins
Level
Intermediate
Webinar ID
70139

101 Days Left Register

The proliferation of the sexual harassment cases claims the costs and liabilities related to your significant business, financial, and human resources. This can hinder growth and can question the work and reputation of your organization. Potential claims now often exceed six-figure numbers. Imperatively, sexual harassment increases recruitment and hiring costs, absenteeism, and turnover costs; it also lowers employee morale, reduces job performance, and results in lost productivity. As a result, if your company has a 6 percent profit margin, it will have to generate $1,667,000 in new sales to indemnify the costs of each sexual harassment claim or otherwise award $100,000.

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: we don’t value you.  And to the extent your organization does not take immediate action to correct problems, you demonstrate that they 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 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.

Why Should You Attend

With the substantial increase in the cases of sexual harassment, there is a violent growth that is seen in the amount of significant question, that the corporate world and marketplace has come up with:

 » 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 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 are other important elements of an effective sexual harassment program that will be discussed.

Objectives of the Presentation
 » To address the potential element behind the increased sexual harassment cases
 » To detect and prevent this element at its early stage
 » To emboss the employees to fight against sexual harassment and raise their voices against its tolerance
 » To help the employers to gain knowledge on the legal perspective to take action against these cases
 » What will be the effect of the laws and policies on the organization's structure?
 » How sexual harassment can impact the work and productivity of the organization?
 » How you can come over from these harassment cases? 

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 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 

Who Will Benefit 

 » HR Professionals
 » Internal and external auditors
 » Compliance officers
 » Risk managers
 » C-suite executives
 » Middle and online managers

Ronald_Adler.jpg

Ronald Adler

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 of 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 develop 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 (SME) to SHRM on HR metrics, 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 member of the Institute of Internal Auditors (IIA) and has served on task forces 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.

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