Employee & Program Assessment (Skill, Performance, Leadership) Expert Witnesses, Page 1

Aaron T. Olson has decades of experience in the field of Police and Human Resources. His foundation of knowledge and skills comes from a career in law enforcement, and being a college educator, expert witness, consultant, and trainer.

Mr. Olson's company, A.T. Olson Consulting, LLC, is certified by the U. S. Department of Veterans Affairs Center for Verification and Evaluation (CVE) as a Verified Service-Disabled Veteran Owned Small Business (SDVOSB); and the State of Oregon's Certification Office for Business Inclusion and Diversity (COBID) as a Service-Disabled Veteran Business Enterprise (SDVBE) and Emerging Small Business (ESB).

Background Experience: Mr. Olson has 26 years of police experience with the Oregon State Police managing assignments in communications, recruitment, and patrol. He supervised and evaluated both police and non-police employees. He was a member of the OSP Procedures and Rules Advisory Committee and worked with Oregon's Department of Justice legal team in rewriting and validating OSP's trooper and cadet applicant hiring process.

As a patrol supervisor, Mr. Olson directed major crime scenes and motor vehicle fatalities investigations. He reviewed and approved administrative, police, and use of force reports. He investigated allegations of police officer misconduct, conducted background checks, and participated in specialized tasks in community policing, dignitary protection with the U.S. Secret Service and other law enforcement agencies. In his tenure he had experience in police pursuits, the use of physical force and deadly force and next-of-kin death notifications.

Mr. Olson is a former human resources investigator with Local Government Personnel Institute, Salem, OR. He conducted background and misconduct investigations on city and county employees and city and county elected officials, as well as city police chiefs. His misconduct investigations included sexual harassment, discrimination retaliation and hostile work environments. He wrote the investigative reports and made the findings of facts on all misconduct allegations.

Mr. Olson is a published co-writer of Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 7th ed. Pearson Prentice Hall, and Multicultural and Diversity Strategies for the Fire Service, Pearson Prentice Hall. Further, he is an adjunct college professor teaching Civil Liability in Criminal Justice courses.

Litigation Support: Mr. Olson meets the criteria of an expert witness as outlined in the Federal Rules of Evidence. He has experience as an expert on cases involving police misconduct, police procedures, police and non-police use of force, police pursuits; wrongful death; personal injury; employer investigations on employees; and cases involving employer negligent hiring, negligent training, negligent supervision, negligent retention, management performance and retaliation. Mr. Olson's services are available to attorneys' representing plaintiffs and defendants and include diagnostics, thorough reporting, depositions, arbitration hearings, and trial testimony as needed. Contact him today for a free initial consultation.

Areas of Expertise:

Law Enforcement and Criminal Justice
Police Practices and Procedures
Police Investigations and Arrests

Human Resources Practices and Investigations
Negligent Hiring, Retention, Failure to Train/Supervise
Bias, Discrimination, Harassment and Retaliation

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10/21/2020 · Employment

Expert Witness' Checklist When Reviewing An Employer's Handling Of Workforce / Employee Complaints

By: Aaron T. Olson

Clients need to know what an expert witness does in the review of an employer’s handling of a workforce complaint. The complaint could be regarding discrimination, sexual harassment, misconduct, or retaliation, any of which could potentially lead to the accused’s termination. An expert who has the experience of conducting employment investigations will be able to assess if the employer’s handling of the workforce complaint, actions or omissions was satisfactory or unsatisfactory.

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Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society (7th Edition) (What's New in Criminal Justice)

Aaron T. Olson, et al

A classic text in peacekeeping, cultural awareness, and diversity in law enforcement. It provides practical information and insight to prepare officers for culturally sensitive policing. The content explores the pervasive influences of culture, race, ethnicity, gender, and sexual orientation in the workplace and in multicultural communities.

Multicultural and Diversity Strategies for the Fire Service

Aaron T. Olson, et al

As the fire service becomes a microcosm of American society, this book provides a useful tool to effectively address key issues and challenges of cultural diversity. It offers valuable lessons on cultural competence, the value of cultural differences, and the acquisition of cross-cultural skills to be used in fire science college courses or fire academies at the city, fire-district, state or federal level.

Dr. Palmer Morrel-Samuels is a Research Psychologist with extensive training and experience in Statistical Analysis and Assessment Design. He has done a considerable amount of research and applied work on communication, testified to the U.S. congress on employee motivation and its linkage to objective performance metrics, published several articles on survey design in Harvard Business Review, among others, and wrote several patents to assist in the administration and analysis of workplace assessments. Dr. Morrel-Samuels currently teaches graduate courses on survey design and research methodology at the University of Michigan.

Litigation Services: Dr. Morrel-Samuels' education, practical experience, and distinguished authorship have made him a valuable resource for providing expert services in legal cases where workplace surveys or assessments are at issue, including:

Statistical analysis of very large datasets, measuring the impact of corporate culture on performance and race discrimination.
Analysis of a survey's validity, reliability, objectivity, fairness, accuracy, confidentiality, freedom from response bias, and conformance to The Uniform Guidelines pertaining to all workplace assessments.
Statistical analyses of performance-related and survey-related data.
Desiging and conducting employee and workplace surveys, including Electronic surveys.
Disparate Impact & Disparate Treatment litigation.
Careful job analysis using court-approved methodology in FLSA litigation.
Performance appraisals, job evaluations, skill assessments.
Program evaluations, especially when used in hiring, firing, or other job actions.

Expert Witness Experience includes: Assisted the NAACP in its amicus brief for the Ricci discrimination case. Was the sole statistician in a successful $100M breach of contract case (Tower Automotive v. UNOVA) that required analyzing 4 million rows of data. Testified for the ICC’s International Court of Arbitration in The Hague. Has successfully withstood Daubert challenges - most recently from the City of Indianapolis in a large discrimination case involving the city's fire department.

For more information visit our website at www.ExpertWitnessPsychology.com

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• View Dr. Morrel-Samuels' Curriculum Vitae

• University of Michigan "Optimized Web Learning" Course by Dr. Morrel-Samuels: Introduction to Survey Methodology

3/21/2019 · Employment

Who, What, and Where: Guidelines for the Statistical Analysis of Disparate Impact in EEO Litigation

By: Palmer Morrel-Samuels

This might come as a shock: Employees in large corporations sometimes mistakenly believe that they have been discriminated against. Admittedly, discrimination does occur, both in society and in the workplace. And as most attorneys know, many discrimination cases concern claims of either adverse treatment or adverse impact. In both types of litigation, employees believe that they have been discriminated against because of their minority status. In disparate treatment cases, plaintiffs must show that they were treated differently because of that status, and incriminating statements-express or implied-must be admitted as evidence to suggest a discriminatory intent. In contrast, disparate impact cases typically address the discriminatory impact of an ostensibly neutral policy, decision, or program, so plaintiffs rely upon objective data from the entire corporation to prove a discriminatory outcome.

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4/30/2013 · Research Methodology

Research Methodology: An Innovative Approach to a Venerable Course

By: Dr. Palmer Morrel-Samuels

This paper outlines a number of innovations that we have recently implemented in the Research Methodology Course at the University of Michigan's School of Public Health.

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3/29/2013 · Surveys

Getting the Truth Into Workplace Surveys

By: Dr. Palmer Morrel-Samuels

THERE'S NO DOUBT that companies can benefit from workplace surveys and questionnaires. A GTE survey in the mid-1990s, for example} revealed that the performance of its different billing operations, as measured by the accuracy of bills sent out, was closely tied to the leadership style of the unit managers.

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2/26/2013 · Statistical Analysis

Who, What, and Where: Guidelines for the Statistical Analysis of Disparate Impact in EEO Litigation

By: Dr. Palmer Morrel-Samuels

This might come as a shock: Employees in large corporations sometimes mistakenly believe that they have been discriminated against. Admittedly, discrimination does occur, both in society and in the workplace. And as most attorneys know, many discrimination cases concern claims of either adverse treatment or adverse impact.

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12/27/2012 · Statistical Analysis

Merged Datasets: An Analytical Tool For Evidence-Based Management

By: Dr. Palmer Morrel-Samuels

Effective evidence-based managelnent requires analyzing data from a broad array of sources and conducting carefully designed pretest-posttest comparisons. However, our experience suggests that few businesses take that process to the next level by building merged datasets that can be used for rigorous pretest-posttest comparisons and meaningful statistical analyses.

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10/10/2012 · Surveys

Web Surveys' Hidden Hazards

By: Dr. Palmer Morrel-Samuels

Companies are replacing paper surveys with Web-based versions that can dangerously distort the results.

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6/25/2012 · Statistical Analysis

Statistical Analysis: Critical Evidence for Proving Causality to Non-statisticians in Court

By: Dr. Palmer Morrel-Samuels

No contemporary guide exists for using statistics to prove causality in court. We outline a new theory explaining comprehension of causal graphs, and claim four hallmarks of causality are critical: Association, Prediction, Exclusion of Alternative Explanations, and Dose Dependence.

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4/23/2012 · Social Issues

Clarifying the Distinction between Reverse Discrimination and Overcorrection; Two Informative Examples

By: Dr. Palmer Morrel-Samuels

We distinguish between reverse discrimination and over-correction, arguing that the former should be used only to describe cases where well-qualified non-minority applicants are unjustifiably denied positions in organizations run by and/or staffed by minorities. Similarly, we argue over-correction should be used to describe well-qualified non-minority applicants who are unjustifiably denied positions in organizations run by non-minorities.

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Beth De Lima, MBA, SPHR-CA. consults with Plaintiff and Defense attorneys in regard to human resource management, the American with Disabilities Act (ADA), Family Medical Leave Act (FMLA), discrimination and related topics.

Ms. De Lima is nationally certified as a Senior Professional in Human Resources with a California specific certification (SPHR - CA) by the Society for Human Resource Management (SHRM) and was appointed to sit on the Employee Health, Safety, and Security Special Expertise Panel, 2006-2010. She is a certified mediator, U.C. Berkeley, Extension Program and had been appointed to the Amador, Calaveras, and Tuolumne County Superior Court Mediation Panels. Specifically, Ms. De Lima can assist you in preparing responses and compiling evidence for existing cases. Her litigation support services may be used to:

Formulate questions for depositions
Conduct investigations and interviews
Evaluate the adequacy of personnel policies
Analyze evidence and presentation materials
Identify case weaknesses and alternative strategies
Document employee physical suitability for work
Determine "reasonable accommodation"

Please visit her website at www.hrmconsulting.com for more details. Ms. De Lima has offices in Murphys and San Jose California and are available at your convenience to discuss cases on a confidential and complimentary basis.

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Laurie Chua, SHRM-SCP, is a highly skilled Employment Practice Professional with over 30 years experience in working as an HR Professional employed by Fortune 25 companies and nonprofit associations, including Dell Computers, Pfizer Pharmaceutical, the Society for Human Resource Management (SHRM), and California Employers Associations (CEA). Ms. Chua maintains an active multi-state HR consulting practice with in depth knowledge of California labor code, employment regulations, and opinion letters. She was previously employed by SHRM as an HR Knowledge Advisor, providing guidance and responding to resolve over 3,500 requests per year in HR compliance and best practices. Ms. Chua is Certified by the Society for Human Resource Management as a Senior Certified Professional (SHRM-SCP) and holds a Bachelor of Business Administration from the University of Arkansas at Little Rock with emphasis in Human Resources Management and Labor Relations. With extensive teaching and public speaking experience, Ms. Chua presents onsite management training seminars, conferences, webinars on sexual harassment, discrimination, disabilities in the workplace, as well as other programs focused on compliance. She has presented the SHRM Certification course globally to prepare HR professionals to sit for the intensive SHRM certification exam. Ms. Chua is highly skilled presenting the required AB1825 California's Sexual Harassment and Discrimination Prevention training. Litigation Support - As an HR Expert Witness, Laurie Chua has provided analysis for employment litigation cases. She is experienced and comfortable explaining California and Federal Employment Law to an audience, one-on-one, and over the phone. Ms. Chua has expert level knowledge in the areas of:

Employment Discrimination
Employee Harassment
Sexual Harassment
ADA Disability Accommodations
Wrongful Termination
Retaliation
Personnel Policies
Title VII Issues
Compensation

Employee Benefits
Duty of Care
Negligent Retention
Recruitment
Employability
Employee Screening
FCRA Background Investigations
Employment Law
Human Resources Policies and Procedures

View Laurie Chua's Consulting Profile.

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• 2023 Laurie Chua's Curriculum Vitae

Brian L. Landers has nineteen years in Law Enforcement as well as over 25 years in law enforcement training and education, including experience as a police and jail academy director and a full-time criminal justice professor.

Experience: As a law enforcement officer, Mr. Landers started his career in patrol and K-9 and was promoted to supervision as a sergeant and eventually as a lieutenant in charge of the agency's training and hiring procedures.

Mr. Landers has over 25 years of experience in law enforcement training, including 12 years of criminal justice training. He served 3 term as Mayor of the City of Wisconsin Dells and 3 terms as County Board of Supervisors (Columbia Co.WI). He has participated on the Wisconsin DOJ Tactical Advisory Committee and Wisconsin DOJ Ethics Advisory Committee. He was a Wisconsin Criminal Justice Coordinators President and also served on the Wisconsin Legislature 911Committee.

Mr. Landers frequently serves as a media consultant on police and criminal justice issues for ABC, NBC, CBS, and Fox News affiliates.

Litigation Support - Mr. Landers' expert consulting and testimony is primarily focused on federal civil rights cases. His clients include both plaintiffs and defendants and he has been counted on to serve as an expert in high-profile cases. His services include thorough reporting, depositions, and trial testimony as needed.

Areas of Expertise:

Police Use of Force
Police Training
Agency Policy Adherence
Physical Security
Police Force General Practices
Police Force Incidents
Officer involved Shootings

Tasers
Baton Tactics
Incapacitating Sprays
K-9 Deployments
Police Defensive Tactics
After Force Care
Jail Training

Certification:

Certified Law Enforcement Instructor
Certified Defensive Tactics Instructor
Certified Firearms Instructor
Certified Tactical Response Instructor

Certified Evidence Technician
Certified ECD Instructor
Certified Scenario-based Training Instructor
Certified FBI Hostage Negotiator

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• Brian L. Landers' Curriculum Vitae

Virginia Rhodes, EdD has an extensive background in public schooling with over 35 years of experience in duty of care: teacher, principal, hiring, supervision, evaluation and instruction in K-12 settings. Her work in research, and as a school board member in a large district grounds her expertise in school policy and district and administrative function. As principal and policy-maker, Dr. Rhodes was known for her work in reclaiming failing high schools, including moving an Ohio high school from 8% passage on the state science test to 54.5% in 2 years, collaboratively, within a contractual environment. Dr. Rhodes provides expert witness research, reports & testimony for districts and law firms, representing both plaintiff and defense. Dr. Rhodes' services are available nationally and internationally, as she is culturally competent,traveling, presenting at conferences and observing schools. Previous cases have included student injury, & death, religious/race, disability discrimination, wrongful termination, sexual abuse, administrative supervision, teacher supervision, actions of paraprofessionals including teacher assistants, security guards, and school resource officers, as well as school evaluations & recommendations for domestic cases.

Areas of expertise include:

School and district disciplinary policy & practices
Standards of care and duty for administrative, teacher and school staff
Teacher training/evaluation, administrative training
School climate, culture, SEL (social-emotional learning), trauma-informed practice
Diversity issues within personnel and student settings
Urban school research & new trends in teacher leadership
Deposition & court testimony, document review & analysis
STEM, environmental, magnet, and other specialty programming
Conditions Affecting Low-income Students: Mobility, Poverty, Trauma, Discrimination, Bias
Challenges of hIgh poverty schools
Innovative & 21st century practices
Academic achievement and program development
Organizational planning & development

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• Dr. Rhodes' Curriculum Vitae

7/17/2015 · Education & Schools

Kids In The Creek: Using STEM & Green Strategies to Transform Urban Schools

By: Dr. Virginia Rhodes

What does it take to improve science performance in an inner-city high school? Could a science "immersion" strategy change motivation and interest in science? How can we meet a key strategic goal of our urban district: "All students graduate and are prepared for postsecondary education, successful careers and productive citizenship."

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6/16/2015 · Education & Schools

Teaching Hiring For Collaboration In Urban Schools: Team Task Interviews for STEM Teacher Candidates

By: Dr. Virginia Rhodes

Creative professionals in team-based work settings value work communications skills among their colleagues. As public schools create professional learning communities and experiment with teacher-led curriculum and program development, traditional interview processes may prove inadequate for these new collaborative environments. New and creative selection models may be needed to enable teacher or other professional teams to choose candidates with the 21st century skills needed for success. In public sector environments, work rules are often highly developed and professionals are entitled to interview. Qualifications, training, experience and seniority as determinants often get reduced to transfer rights using seniority as the main or only criteria. This trend detracts from creating a competitive environment in which to attract & retain a high-quality teaching staff. Solutions can be found within existing contract parameters, however, if the attributes necessary to teach 21st Century skills are actually required to be demonstrated, not just described, in the interview process.

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5/18/2015 · Education & Schools

Using De Facto Learning Theory To Understand Urban School Mobility

By: Dr. Virginia Rhodes

"All children can learn," is a catchphrase currently making the rounds in education circles, particularly in staff development activities (Pankratz & Petroski, 2003). De facto learning theory challenges the underlying assumptions of this phrase by examining how it is that learning in schools takes place. Using theoretical foundations of Dewey, Maslow, and Vygotsky, this essay will explore the fact that all children are, in fact, learning all the time, regardless of the actions of teachers, the content of the curriculum, or educational policy and practice.

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4/16/2015 · Education & Schools

Rigor Meets Social-Emotional Learning (SEL)

By: Dr. Virginia Rhodes

Critical to a dynamic STEM school is a high level of instructional rigor. While this is true in all STEM schools, it is a particular challenge in those programs that serve populations inexperienced with high levels of rigor in their previous coursework.

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3/10/2015 · Education & Schools

Urban School Myth Busted by Micro-Experiment: Do Teens Really Hate Healthy Foods?

By: Dr. Virginia Rhodes

OK, I did learn enough in 35 years of high school teaching, administration, and marriage to know one thing: The way to anyone's heart is through their stomach! Feed them, and they will come.

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7/8/2014 · Education & Schools

Using STEM & Green School Strategies With Urban Youth

By: Dr. Virginia Rhodes

Establishing a STEM High School (Science, Technology, Engineering, & Mathematics), and the Aiken Environmental, Ohio's first public environmental high school proved to be successful strategies to increase student engagement and raise standardized scores in science. High-poverty urban students from declining academic and disciplinary environments produced significant gains on science test results and credit attainment towards graduation. Using multiple overlapping rigor and SEL strategies, students experienced "science immersion," project-based learning, and a social-emotional curriculum that emphasized personal development and team/community-building skills.

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Eric Kimberling, MBA, is one of the most recognized and respected independent Enterprise Resource Planning (ERP) systems expert in the world, giving 100% unbiased advice to clients for more than 20 years. Mr. Kimberling has been quoted in hundreds of articles, including the Wall Street Journal, CIO Magazine and Fortune. He provides keynote speeches at industry conferences and universities worldwide, and continually provides industry thought leadership through his YouTube channel, along with blogs, podcasts, webinars. He is the author of multiple acclaimed books, including, “Lessons from 1,000 ERP Implementations,” “Guide to Successful Digital Transformations,” and others.

Throughout his career, Mr. Kimberling has been called upon to investigate the feasibility of litigation, provide witness testimony and build background reporting for the industry’s highest-profile ERP lawsuits, Waste Management v. SAP, Lyons Magnus, Inc. v. Fujitsu America, Inc.; Partner Services, Inc v. Avanade; Kathy Pishghadamian v. Nicor Gas; Flotek Industries, Inc. v. CD Group, Inc.; Midwest Tape LLC v. ESR Associates, Inc.; and Whaley Food Service Repairs v. Epicor to name a few. Eric is actively involved in implementations and project recoveries, giving him a unique and up-to-date experience with modern enterprise technologies.

Areas of Expertise:

Organizational Change Management
Implementation Methodologies
Sales Cycle Fraud and Misrepresentation
Contract Compliance
Consultant Errors

Budget Overages
Project Governance
Software Customization
Project Team Staffing
Software Schedule Delays

Eric holds an MBA with an emphasis in operational strategy and a Bachelor of Science in business administration from Daniels College of Business at the University of Denver. He is also Six Sigma certified and a certified practitioner of multiple ERP solutions, including SAP, Oracle, Microsoft Dynamics, Epicor and Infor, among others. He has won numerous industry awards for his experience and contributions, including Supply Chain Pro to Know and Best Independent ERP Blog from ERP Focus.

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5/18/2018 · Business Management

My Life as a Microsoft Dynamics Expert Witness

By: Eric Kimberling

I have been involved with Microsoft Dynamics implementations for nearly 20 years now. I have also spent the last decade providing Microsoft Dynamics expert witness testimony in implementation failures and lawsuits.

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Maureen Clark, SPHR, President of Three Sixty HR, Inc., began her Human Resources career in finance and Fortune 100 manufacturing. Ms. Clark has been consulting in Human Resources for over 30 years serving more than 200 clients in the high tech, manufacturing, services, not-for-profit, education and public sectors. Ms. Clark is particularly skilled at analyzing difficult workplace problems and creating win-win outcomes.

Ms. Clark's practice has expanded to include HR investigations (PI#27972), litigation consulting and expert witness testimony for both plaintiffs and defense. Ms. Clark is a member of the Society for Human Resources Management, the Northern California Human Resources Association, the Association of Workplace Investigators, and the Forensic Expert Witness Association.

Expert cases have included allegations of: