Rose Porterfield Group (RPG) has over 30 years of experience providing Business Performance and Human Resource services. As experts in human behavior, we provide litigation support strategy and testimony for attorneys and corporations. Offering unbiased, detailed, and objective expert opinion on all aspects of human behavior in the workplace, we can help determine the facts, motivations, and human factors involved in the case. Forensic and Expert Testimony Cases Include:
Robyn W. Porterfield, PhD - Managing Principal at RPG, spent over ten years in sales and marketing prior to completing her PhD in Industrial Psychology. While completing her PhD, Dr. Porterfield served as Director of Client Services for a Texas-based on-line psychological testing firm, consulting to management on such issues as individual and team fit, conflict resolution, hiring, coaching, and management succession planning. As a consultant,
Dr. Porterfield has assessed executives in such diverse industries as financial management, food service, telecommunications and retail. For five years Robyn and Bob co-wrote a column for the Dallas Business Journal titled, C-Level Coach. Robyn is also a professional mediator and currently mediates for Dispute Resolution Services of Tarrant County, Texas.
Robert G. Rose, PhD, Principal at RPG, received his PhD from Florida State University. Since 1976 he has served as consultant to organizations in virtually every industry including health care, retail, IT services, manufacturing, construction, aviation, and many others. In his over 30 years as a consultant,
Dr. Rose has encountered virtually every problem that an organization can experience, and has seen that good teamwork - from hiring to development - always benefits both the individual and the company. Bob is the author of numerous articles on communication, crisis handling, and conceptualizing purpose and culture within organizations, and his books on consulting are required reading by major corporations.
In this article we are speaking primarily to men in business management roles. We are not saying you are a harasser. On the contrary, we’re aware that more than likely, you are not a harasser, but your position and gender put you in the position to come across as one
As an employment attorney, or perhaps as General Counsel for your organization, you have probably been fielding more and more questions about bullying in the workplace-we certainly have. While bullying isn't illegal - yet - you also probably know that it costs a lot in terms of its effect on production. Plus, you know it's not right-not really. So, what's the right approach? Our rule of thumb is not to overact to simple, appropriate work behavior, but you also can't put up with bullying either. We'll share some examples from our practice; see if any of these sound familiar.
If you are the CEO or General Counsel of your company, you should be preparing for a new challenge. The gaining momentum of the #metoo movement means there will likely be an increase in sexual harassment complaints. Raghu and Suriani certainly think it's already happening (#METOOWHATNEXT: Strengthening workplace sexual harassment protection and accountability, nwlc.org, 2017.), and our clients are certainly calling us more often to investigate claims. To better prepare, here are some suggestions we urge you to consider.
Let's say you have Bill who is a good guy in many ways but he can be a grouch. He is particularly likely to nag the young female accounting staff for inquiring about his expense reports. He looms over them and talks loudly sometimes shaking his finger, and using occasional mild profanity. You've talked to him and he always gives a half-hearted sheepish apology - and then does it again the following month.
Almost all of us have been to the yearly company football game, company barbeque, or happy hour. Organizations often think these events create closeness, trust, a sense of "teamwork", or even a sense of family. We love a good burger and a beer as much as anyone but in our experience the injuries, harassment and other complaints that can come from company social events may cause problems for employers. And we find that the defense that the events were "voluntary" may not hold up.
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
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.
Gregory J. Anderson has served as a chief of police/law enforcement executive with over 35 years of experience with a focus in Law Enforcement. A nationally known speaker and instructor, Mr. Anderson focuses on leadership, supervision, internal affairs, and problem employees, de-escalation strategies as well as use-of-force matters. He also consults with government agencies nationwide on professional standards, internal affairs, and best practices models. He has been instrumental in the change in organizations.
Mr. Anderson's law enforcement career began in 1980 and served as an executive in three different law enforcement agencies, including starting an agency from its inception. He formed the On-Target Solutions Group, Inc. to provide consulting and training to government organizations. Mr. Anderson has consulted with agencies and other experts nationally on a variety of law enforcement topics and is recognized by the United States Department of Justice as a law enforcement expert and litigative consultant. He authored the training that the On-Target Solutions Group provides, as well as vets and hires all company professionals to provide training.
Mr. Anderson has served on the Board of Directors for the Illinois Commission on Diversity and Human Relations, and belongs to several professional organizations, including the International Association of Chiefs of Police, Police Executive Research Forum, and the Illinois Association of Chiefs of Police.
Areas of Expertise:
Use of Force (certified Use of Force Analyst)
Best Practices and Policies
Leadership and Management Principles
Recruiting and Background Investigations
Ideal Client Engagement - Ideal clients would be government organizations (police, fire, etc.) struggling to enhance the value of public services provided and attorneys that need a professional review and testimonial services of existing law enforcement practices.
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 46 years of experience, she consults to attorneys and has been qualified as an expert witness in nine (9) states - Florida. Alabama, California, Arkansas, Georgia, Connecticut, Washington, Tennessee, 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 and two are interview shows. Her current show "Linnda Durre' Interviews" airs daily for one hour on www.VegeRadio.com. at 4 PM ET, 3 PM CT, 2 PM MT & 1 PM PT. 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 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 breadth of knowledge comes from many years in Law Enforcement, as an 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 over 26 years of police experience 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 in rewriting and validating OSP's trooper and cadet applicant hiring process. Mr. Olson had the honor of being a member of the first Oregon State Police Affirmative Action Recruiting Team.
As a patrol supervisor, Mr. Olson directed major crime scenes and traffic crash investigations. He reviewed and approved administrative, police, and use of force reports. He also 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 law enforcement, career he had experience in the use of physical and deadly force. In reaching out to new immigrants and refugees, Mr. Olson initiated the "Police and Emergency Services" workshops at the Immigrant Refugee Community Organization (IRCO) in Portland, Oregon.
Mr. Olson is regular adjunct professor at Portland Community College (PCC), Portland, Oregon, and Eastern Oregon University (EOU), La Grande, Oregon. At PCC, Mr. Olson currently teaches cultural diversity online and campus criminal justice classes. He also teaches an online class on civil liability in criminal justice. At PCC, he has lectured on police use of force and facilitated the Police Use of Force Accountability Panel. At EOU, he teaches an online multiculturalism in emergency services course. He established history by designing the first cultural diversity courses and curricula for PCC's criminal justice program in 2001, fire protection program in 2009, and EOU's fire service administration program in 2011.
Litigation Support: Mr. Olson meets the criteria of an expert witness as outlined in the Federal Rules of Evidence. He also meets the criteria of an expert witness as outlined in the Oregon Revised Statutes. He has been deposed as an expert witness several times. Mr. Olson's services are available to attorneys representing plaintiff and defendant and include diagnostics, thorough reporting, depositions, arbitration hearings, and trial testimony as needed.
Areas of Expertise:
Law Enforcement and Criminal Justice
Police Practices and Procedures
Police Investigations and Arrests
Human Resource Investigations
Bias, Discrimination, Harassment and Retaliation Investigations
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.