Dr. John F. Doherty is an experienced Public and Private School Educator who has focused his work on improving schools through effective hiring practices, supervision and training of staff, and building a school culture of sustainability. In his current role, he serves as a School Liability Expert Witness.
Dr. Doherty has over 35 years of experience as a superintendent, assistant superintendent, principal, assistant principal, department chair, coach, and teacher. He is the co-chair of the Massachusetts Department of Education Safe and Supportive Schools Commission and chair of the Massachusetts Association of School Superintendents Professional Development Committee.
Litigation Support - Dr. Doherty provides consultation and expert witness services to plaintiff and defendant attorneys throughout the US and Canada. As a court-qualified education administration and supervision expert, he applies his experience, education, and training to the review and analysis of cases to determine the professional standard of care from case inception to resolution, including expert reports, deposition, and trial testimony.
Ideal Client Engagement - Attorneys litigating matters involving the question of liability for school or youth-serving agencies (daycare, camps, aftercare, church childcare) regarding the standard of care, student-supervision, staff training, in any type of injury or incident involving the school/agency, such as wrongful death, personal injury, sexual harassment/abuse, Title IX, Section 1983, in daycare through college/university and more.
Monica Ballard is an Organizational Development Consultant with 25 years of experience specializing in the Prevention of Harassment, Discrimination, and Retaliation. She has trained over 500 Human Resources professionals in conducting investigations and trained over 10,000 persons on the subjects of harassment, discrimination, and retaliation.
Monica has written over 20 workbooks and produced 4 web-based training programs on theprevention of harassment, discrimination, and retaliation, and has written 4 workbooks on Conducting Effective Investigations. She has served as a consultant for numerous Fortune 500 companies, including American Express, ARCO, Sizzler Int’l, First Interstate Bank, Exxon, Jack-in-the Box, Washington Mutual Bank, Ritz Carlton Hotels, Goodyear Tire & Rubber, RAND Corporation, MCA/Universal Studios, MTA, and Motown Record Company.
Monica has been Interviewed on CBS News, CNN, and Fox News, and featured in newspapers including the WSJ, LA Times (8 times), US News & World Report, Time Magazine, Chicago Tribune, Miami Herald, New York Times, and others.
Litigation Support - Monica has been designated an expert witness in 226 Employment Lawsuits. She has testified at trial or arbitration 20 times. Approximately 50% of her cases have been for the plaintiff, and 50% for the defense. She has been used by the EEOC as an outside Human Resources Consultant and twice in EEOC litigation.
Areas of Expertise:
Failure to Engage in an Interactive Process
Private Executive Consulting for Anger Management
Remedial Training on Harassment, Discrimination, or Retaliation
Monica has been designated to testify on the following topics:
Company anti-harassment, anti-discrimination and anti-retaliation training. Was the training compliant with State and Federal laws?
Company policies and procedures on those same topics. Were the company's policies compliant under both State law and Federal law?
The investigation into employee complaints - were the investigations adequate and reasonable?
Were the investigations conducted immediately, in an objective manner, and were they thorough and complete?
Did the investigators come to a conclusion after the investigation?
Did the investigators communicate the results of the investigation to the complainant, the alleged perpetrator and those others with a "need to know"?
Did the investigators and the employer remedy the situation?
Did they ameliorate the effects of the harassment, the discrimination and/or the retaliation?
Did the employer guard against retaliation and did the employer continue to monitor the workplace after the complaint was resolved?
Did the employer have effective accommodations for employees with disabilities, and did the company engage in an interactive process with the employee with a disability?
Alan Someck’s 42 years of experience in the Hospitality Industry as an owner, operator, consultant, and teacher has given him the in depth practical knowledge to provide highly professional and thorough expert witness reports, depositions and testimony. For the past 14 years, he has been a full time Management Instructor at the Institute of Culinary Education in New York City as well as serving as an Adjunct Professor of Hospitality Management at the New York Institute of Technology.
Mr. Someck has had 25 years of experience as a full time operator in fine dining and fast casual restaurants. Through his active consulting firm, Keystone Hospitality Solutions, he has helped develop a wide variety of restaurant concepts ranging from cafes to full service restaurants, and worked as a food service operations analyst for organizations such as the U.S. State Department, U.S. Patent Office, and the F.A.A.
Mr. Someck has been awarded 7 grants from the Environmental Protection Agency and New York State to work on sustainability issues within the hospitality industry. He also has ownership interest in Jimbo’s Naturally, a highly successful chain of San Diego based Natural Food Markets.
Mr. Someck has organized and presented at workshops, conferences, and training programs for the New York State Restaurant Association, and has been a national keynote speaker and author of hospitality related business articles on hospitality management strategies, food service operations, and franchising. He has been featured in a variety of industry media publications such as Forbes.com and Full Service Restaurant Magazine. Mr. Someck is also a Nationally Certified Trainer in ServSafe Food Safety and ServSafe Alcohol.
Litigation Support - Alan Someck has been a legal expert witness in a wide variety of cases related to the hospitality field including:
Restaurant Income and Profit Analysis
Hospitality Slips and Falls
Customer and Employee Safety
Restaurant Wages and Tips Issues
Food Safety / Allergies
Alcohol Service Liabilities / Dram Shop Cases
Hospitality Harassment and Discrimination
Business Damages and Restaurant Feasibility Studies
Owners can potentially lose their liquor license, their business and face significant financial loss if an intoxicated guest endangers themselves, another guest or staff member or someone out in public if they get into an accident while driving away from the restaurant.
Every year industry professionals and thought leaders and every food related newsletter puts out their list of trends. It’s important to pay attention to those lists because even though they don’t always agree, any industry operator can assess from them an idea of what trends they should be paying attention to and provide themselves some competitive edge in a highly risky industry
There has been a flood of allegations and admissions to sexual harassment in the restaurant industry. It’s been clear to many that incidents of this nature have been occurring for a very long time in a wide variety of ways. A spark was needed to bring the issue into the spotlight and the calling out of high profile industry leaders became that catalyst.
For owners to successfully manage this difficult environment, they must operate at a very high and professional level and become proactive in addressing the threats to their business. In terms of preventing and managing accidents, this means developing and implementing a system of safeguards that minimize exposure
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).
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:
ADA Disability Accommodations
Title VII Issues
Duty of Care
FCRA Background Investigations
Human Resources Policies and Procedures
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.
Virginia Rhodes, Ed.D. has an extensive background in public schooling with over 35 years of experience in duty and standard of care: teacher, principal, hiring, supervision, evaluation and instruction in K-12 settings. Her research and role as an elected school board member in a large city district informs her expertise in school policy and district administrative and teaching functions. Dr. Rhodes provides expert witness research, reports & testimony for districts and law firms, working with both plaintiff and defense cases. Dr. Rhodes' services are available nationally and internationally, as she is culturally competent, and travels regularly, presenting at conferences and observing schools. Previous cases have included student injury & death, religious/race, disability discrimination, wrongful termination, sexual abuse, physical abuse of children with multiple abilities, administrative supervision, teacher supervision, actions of paraprofessionals including teacher assistants, security guards, and school resource officers, as well as school evaluations & recommendations for school selection in domestic cases.
Areas of school-related expertise include:
Disciplinary policy & practices
Standard of care and duty for administrative, teachers, paraprofessionals, support staff
Safety issues: accidents, health & other safety and emergency procedures
Physical and/or sexual abuse of students by staff or peers
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."
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.
"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.
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.
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.
Linnda Durre', Ph.D., Licensed Psychotherapist, (FL License #MH6058) is an expert witness, psychotherapist, family counselor, intern supervisor, international speaker, corporate trainer, author, business consultant, adjunct college professor, and a magazine, Internet, and newspaper columnist. Her four areas of court expertise are Family Law, Personal Injury Law, Employment Law, and Criminal Law.
Litigation Support: With over 48 years of experience, she consults to attorneys and has been qualified as an expert witness in eleven (11) states - Florida, Alabama, California, Arkansas, Georgia, Connecticut, Washington, Tennessee, Ohio, and Iowa - in the areas of Personal Injury, PTSD, Family and Couples Counseling, Divorce, Child Custody, Relocation, Drug and Alcohol Counseling, Sexual Harassment, Sexual Abuse by Psychotherapists, as well as Age, Race, Gender, and Sexual Orientation Discrimination. Her 400-page doctoral dissertation and research in the latter area was cited to pass legislation in several states.
Dr. Durre' has hosted and produced four radio shows, two of which were call-in advice shows - "The Dr. Linnda Durre' Show" on WDBO in Orlando (a Cox station) and "Let's Talk with Dr. Linnda Durre' on an NPR station in New York, and two radio interview shows. Her last show was a daily hour-long podcast, entitled, "Linnda Durre' Interviews" Dr. Linnda Durre' has hosted and produced two call-in advice TV shows, including being selected in a national search of 200 applicants, to host, "Ask The Family Therapist," on America's Health Network (AHN), which was associated with Mayo Clinic and each show aired daily for two hours from Universal Studios Orlando. She was vetted by Mayo Clinic and America's Health Network.
She has appeared on Oprah, 60 Minutes, O'Reilly (twice), Today Show, Good Morning America, Canada AM, Daytime, Donahue (twice), Sally Jessy Raphael, People Are Talking, Home Show, Hour Magazine, Home and Family Show, Disney Channel, and the local and/or national news on NPR, PBS, CBS, ABC, NBC, CW, and Fox.
Dr. Durre' has been interviewed, cited, and/or quoted by the NY Times, LA Times, Forbes, WSJ, IBD, Business Week, SF Chronicle & Examiner, Toronto Globe & Mail, Albany Times Union, Atlanta Journal Constitution, Orlando Business Journal, Orlando Sentinel, Parade Magazine, Alternative Medicine Magazine, CNN Online, Washington Parent Magazine, Screen Actor Magazine, Florida Magazine, Pasadena Star News, Orlando Magazine, Women's Health Magazine, and others.
Here's how businesses can institute new polices requiring all employees to participate in fun and informative workshops to overcome ageist assumptions about younger workers or seniors. Get rid of prejudices and limiting beliefs that prevent camaraderie, productivity, and profits.
Age discrimination is a global phenomenon and perpetuates unfair, unjust and untrue stereotypes of seniors. Corporations think they are saving money by replacing older workers with younger ones. Cheaper doesn't mean better. Widespread lawsuits claiming and proving ageism are a way seniors can fight age discrimination and change laws.
If not dealt with, addiction can be a greased pole to self-destruction and bankruptcy. For people in powerful positions, such as CEOs, doctors, executives and company founders, attempting to conduct business without the use of their full faculties is a very dangerous proposition.
Treating people equally, focusing on the work, honest communication and doing what you love -- four basic values that legendary record producer Sir George Martin, "the CEO of The Beatles," used with the most successful, creative, zeitgeist-changing, consciousness-raising band in the history of musi
In SURVIVING THE TOXIC WORKPLACE, business consultant, radio show host, and psychotherapist Dr. Linnda Durré teaches workers how to take matters into their own hands and put a stop to toxic workplace behavior.
Dennis E. Coleman, JD, MPH, has over 40 years of experience in Hospital and Healthcare Management. In 1990, he formed his own hospital administration / healthcare management services consulting firm provide healthcare management services to various healthcare provider clients in a variety of areas, including strategic planning, business development, operations management, sales and marketing, policy & procedure development, and human resources management.
Mr. Coleman's academic background includes a Juris Doctor degree from Southwestern University in Los Angeles and a Masters in Public Health degree with a Hospital Administration major and a Bachelor of Arts degree in Political Science, both from the University of California, Los Angeles.
Litigation Support - As a hospital administration expert witness consultant, Mr. Coleman is an advocate for applying community standards which are relevant, based upon the time frame, subject matter and administrative practice(s) appropriate to each case. He has consulted and provided case review, expert witness services, and/or strategic litigation preparation services in more than 200 legal matters. He accepts cases on behalf of Plaintiffs or Defendants.
Mr. Coleman is willing to serve as either a work product consultant or a designated expert based upon the particular strategic litigation needs of each case.
Medical Staff Credentialing & Clinical Privileging / ELAM
Dr. Caren Goldberg, Ph.D. is an internationally renowned professor of Human Resource Management. She provides expert witness and litigation support services in employment law cases.
Dr. Goldberg has written over 50 peer-reviewed papers and three book chapters on Diversity, Discrimination, Stereotypes, and Sexual Harassment. She has been quoted in numerous magazine and newspapers, and has appeared on Dateline, NBC, Voice of America, and numerous local affiliate news programs to discuss discrimination and harassment.
The Society for Human Resource Management (SHRM) honored Caren as one of 100 diversity thought leaders from business, consulting, government, and academia, based on her research contributions in this area. More recently, SHRM appointed her to a task force charged with developing professional standards in Diversity and Inclusion.
Litigation Support - Professor Goldberg has been retained by both plaintiff and defense attorneys to testify on matters such as Stereotyping and Harassment / Discrimination climates. In addition, she has testified on the extent to which HR practices are consistent with the scholarly and practitioner literature in HR and how subjectivity in HR practices such as selection, compensation, promotion, appraisal, and termination decision may introduce bias.
Dr. Goldberg provides a variety of services including:
Assistance Preparing for Depositions and/or Trials in Discrimination and/or Harassment Cases
Test Validation Services
Assistance with or Outsourcing of Diversity and/or Sexual Harassment Training Programs
Assessment and Critique of Opposing Expert's Assumptions, Conclusions, and Prior Research
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, trainer, and private investigator.
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.
Besides being an expert witness, Mr. Olson is a private investigator. He is insured and bonded, and licensed through the Oregon Department of Public Safety Standards and Training, Private Investigator License #113509.
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
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.
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.
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.