A recent article in the California Labor Employment Law Review discussed the dos and don'ts of using HR experts in trial. Here's a list of "appropriate" uses:
Common techniques of employee screening and selection.
Methods of employee evaluation.
Techniques for selection of employees for promotions.
Operation of seniority rules in a unionized workforce.
Processes for employee discipline.
Adequacy of policies prohibiting harassment and procedures for reporting it.
The "interactive process" of accommodating an employee with a disability.
The reasonableness of a proposed accommodation in a specific business context.
Adequacy of investigations into workplace misconduct or "whistleblower" complaints.
Management of employees with work-related illnesses or injuries.
Design and application of employee compensation and benefit plans.
Design and application of ethics codes.
What you are doing to bring this level of expert knowledge into your company proactively – thus avoiding the need for an expert at trial?
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