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?