Brian H Kleiner, PhD

FULLERTON, California
Brian H Kleiner, PhD Expert Witness
Curriculum Vitae

Publications

Contact this Expert Witness

  • Company: Brian H. Kleiner, Ph.D.
  • Phone: 714-879-9705
  • Cell: 714-595-1891
  • Fax: 714-879-5600

Specialties & Experience of this Expert Witness

General Specialties:

Employment and Safety

Keywords/Search Terms:

ADA, Compensation, Discrimination, FMLA/CFRA, Harassment, Hiring, Human Resources Management, Investigation, Retaliation, Sexual Harassment, Workplace Violence, Wrongful Termination

Education:

PhD, Management, UCLA; MBA, UCLA; BS, Business Administration, Drexel

Years in Practice:

30

Number of Times Deposed/Testified in Last 4 Yrs:

39

Additional Information

Brian H. Kleiner is a Professor (Emeritus) of Human Resource Management at a prestigious California University following his having earned a MBA degree and PhD in Management degree, each from UCLA. He has over 40 years of human resource management experience and has served as a human resource management expert witness in over 1,000 cases, for both plaintiffs and defendants. Dr. Kleiner was a former human resource manager for Ford Motor Company and has provided consulting services to over 100 business and government clients. He has trained thousands of managers and taught three 36-hour courses on KLCS TV. Dr. Kleiner has over 500 publications and has given trial or arbitration testimony over 80 times. He has been favorably featured in Employment Law Verdicts and Bender’s California Labor & Employment Bulletin. Dr. Kleiner has received many honors, awards, and commendations as a result of his numerous achievements. Additional employment-related topics for which Dr. Kleiner has provided expert witness services beyond what have already been mentioned include the following: compliance of organization policies, procedures, and practices with standards of customary and appropriate human resources management; preventing and investigating complaints concerning sexual harassment and other forms of discrimination and harassment; analysis and evaluation of interactive process, reasonable accommodation, and other issues related to the ADA and FEHA; wage & hours, benefits, pensions, and ERISA; CFRA; negligent hiring, retention, and supervision; performance appraisals, promotion selections, progressive discipline, workplace reductions; OSHA, retail industry standards involving personal injury from slip and fall, trip and fall, falling merchandise, etc. These relate typically to policies and procedures concerning floor care and maintenance, security, merchandising, internal operations, customer relations, premises liability, risk prevention, and loss prevention. Rates Negotiable.