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Validity : 14th Apr'24 to 24th Apr'24
Sexual Harassment:Key Business,Financial,Human Resource Issues
- 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
Overview of the webinar
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 they should look for employment elsewhere.
Who should attend?
- HR Professionals
- Internal and external auditors
- Compliance officers
- Risk managers
- C-suite executives
- Middle and on-line managers
Why should you attend?
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.
Faculty - Mr.Ronald Adler
Ronald Adler is the President-CEO of Laurdan Associates, Inc., a veteran-owned, human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking strategic HR-business issues and unemployment insurance issues. Mr. Adler has more than 39 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, printers, insurance companies and brokers, and employer organizations.
Mr. Adler is an internationally recognized thought leader on HR auditing and is the developer the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices liability risk assessment tool. He is an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and teaches courses on HR auditing and HR management. He is also a certified instructor for the CPCU Society and conducts courses on employment practices liabilities.
Ronald has served on two national task forces developing professional standards in human capital measurement and performance management. He is a member of the Institute of Internal Auditors and also a member of the Society for Human Resource Management (SHRM) and serves as a subject matter expert (SME) to SHRM on HR metrics and workplace issues.
He is a member of the Maryland Chamber of Commerce and chairs the Chamber’s unemployment insurance subcommittee. Mr. Adler has also been a member of the U.S. Chamber and its Labor Relations Committee.
Credits
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1.5] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org