Craig Pratt and Associates
Human Resource Consultant
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 350 cases from 1990-2000, 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 34 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
Adequacy of written sexual harassment policy and complaint proceedure
Adequacy of policy implementation including managerial training and employee communication
Timeliness and thoroughness of investigation of sexual harassment complaints
Adequacy of remedial action plan
B. Wrongful Termination
"At will" policy language
Progressive Discipline policy terms and implementation
Potential "pretextual reasons"
Thoroughness of pre-termination investigation
Procedures used to terminate
C. Race/Sex/Age Discrimination
Adequacy of Equal Employment Opportunity policy
Adequacy of policy implementation including managerial training
Potential "pretextual reasons"
Responsiveness to complaints
D. Disability Discrimination
Americans with Disabilities Act (ADA) implementation procedures
Reasonable accommodation efforts
Adequacy of policy implementation including managerial training
E. Employment Practices
Employer policies, procedures and work rules
Adequacy of managerial, supervisory implementation
Background reference checking
Adequacy and thoroughness of investigation
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 350 cases from 1990-2000, 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 34 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 proceedure
Adequacy of policy implementation including managerial training and employee communication
Timeliness and thoroughness of investigation of sexual harassment complaints
Adequacy of remedial action plan
B. Wrongful Termination
"At will" policy language
Progressive Discipline policy terms and implementation
Potential "pretextual reasons"
Thoroughness of pre-termination investigation
Procedures used to terminate
C. Race/Sex/Age Discrimination
Adequacy of Equal Employment Opportunity policy
Adequacy of policy implementation including managerial training
Potential "pretextual reasons"
Responsiveness to complaints
D. Disability Discrimination
Americans with Disabilities Act (ADA) implementation procedures
Reasonable accommodation efforts
Adequacy of policy implementation including managerial training
E. Employment Practices
Employer policies, procedures and work rules
Adequacy of managerial, supervisory implementation
Background reference checking
Adequacy and thoroughness of investigation