Employment Harassment Expert Witness Monica Ballard

Monica Ballard is an Organizational Development Consultant with 32 years of experience specializing in preventing harassment, discrimination, and retaliation. She has been designated an expert HR witness in 241 employment lawsuits and has testified at trial 24 times. 

Monica has written over 20 workbooks and produced 4 web-based training programs on the prevention of harassment, discrimination, and retaliation, and has written 4 workbooks on Conducting Effective Investigations.  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 - Approximately 50% of her cases have been for the plaintiff, and 50% for the defense. The EEOC has used her as an outside Human Resources Consultant, twice as an expert in EEOC litigation.

Areas of Expertise:

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 with both state 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?  Did the employer effectively accommodate the disability? 

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