Craig Pratt & Associates, Inc.
Human Resource Consultants
EXPERT WITNESS
Litigation Support Service
Craig Pratt, SPHR is a veteran expert witness and case consultant in the area of Employment Law and Human Resources. He has participated in more than 500 cases from 1990-2004, acting as an expert for both plaintiff and defendant. He holds the Senior Human Resources Professional certification given by the Human Resources Certification Institute. He has testified at trial in 42 cases and has never been ruled unqualified to testify in matters of human resources management. Mr. Pratt's analysis and testimony experience are derived from a wide variety of sources including:
A. Sexual Harassment
Craig Pratt, SPHR is a veteran expert witness and case consultant in the area of Employment Law and Human Resources. He has participated in more than 500 cases from 1990-2004, acting as an expert for both plaintiff and defendant. He holds the Senior Human Resources Professional certification given by the Human Resources Certification Institute. He has testified at trial in 42 cases and has never been ruled unqualified to testify in matters of human resources management. Mr. Pratt's analysis and testimony experience are derived from a wide variety of sources including:
- corporate human resources management and supervision work experience
- experience as a consultant on human resources management policies and practices to large and small organizations, public and private
- arbitration and mediation experience
- nonprofit local government and community agency involvement
- fair employment practices training instruction
- post-graduate education
A. Sexual Harassment
- Adequacy of written sexual harassment policy and complaint procedure
- Adequacy of policy implementation including managerial training and employee communication
- Timeliness and thoroughness of investigation of sexual harassment complaints
- Adequacy of remedial action plan
- "At will" policy language
- Progressive Discipline policy terms and implementation
- Potential "pretextual reasons"
- Thoroughness of pre-termination investigation
- Procedures used to terminate
- Adequacy of Equal Employment Opportunity policy
- Adequacy of policy implementation including managerial training
- Potential "pretextual reasons"
- Responsiveness to complaints
- Americans with Disabilities Act (ADA) and Fair Employment and Housing Act (FEHA) implementation procedures
- Reasonable accommodation efforts
- Interactive Process
- Adequacy of policy implementation including managerial training
- Employer policies, procedures and work rules
- Adequacy of managerial, supervisory implementation
- Background reference checking
- Adequacy and thoroughness of investigation prior to discharge