Preventing and Properly Responding to Sexual Harassment and Unlawful Harassment Complaints in Your Workplace

Short Description:

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.

Course Overview:

While the financial liabilities of sexual harassment can be substantial, they represent only a part of the total cost. To the extent that sexual harassment defines how your organization values its employees, your organization increasingly becomes a place to avoid. To the extent that 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 that 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?

These critical issues and other important elements of an effective sexual harassment program will be discussed.

Why Should You Attend:

  • 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
  • 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 on-line managers

Our Speaker

Ronald Adler

RONALD ADLER, M.B.A., is the president-CEO of Laurdan Associates, Inc., a human resource management consulting firm and internationally recognized thought leader on HR risk management and HR audits. 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 has served as a consulting expert on work force, employment practices, and unemployment insurance issues to The Wall Street Journal, HR Magazine, Bloomberg BNA, and other publications and newspapers. His research findings have been used by the U.S. 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 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 graduate course on HR auditing. He has also served as 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 the Society for Human Resource Management (SHRM), the Institute of Internal Auditors, and the Institute of Management Consultants.

Mr. Adler has testified before the U.S. Congress and state legislatures and has served as an expert witness in discrimination and negligent hiring lawsuits. Mr. Adler has served on two national taskforces developing HR professional standards in Human Capital Measurement and Performance Management.

Mr. Adler has served as a subject matter expert on HR metrics to SHRM 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 and has represented SHRM in meetings with the EEOC.

Mr. Adler holds a bachelor’s degree in Finance from the University of Maryland and an M.B.A. degree from Southern Illinois University.

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