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Q: What are the types of projects you can undertake?
A: LLSG has been retained in single plaintiff cases and in nationwide class action
and pattern and practice cases. We have offered testimony in both state and federal
court regarding private sector and public sector employers. In many projects, we
gather relevant data from key employees through structured interviews. Our
statisticians can address issues associated with adverse impact and statistical
claims of discrimination as well as issues related to class membership and damages.
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Q: What are the skill sets of your team?
A: LLSG’s team includes experts in statistics, job classification, interviewing, testing and assessment, downsizing, document analysis, and report preparation.
We are all trained in Industrial and Organizational (I-O) Psychology and Human Factors Psychology, and, as a result, bring a deep and broad knowledge of these principles to each case. These days we prefer to call ourselves work psychologists.
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Q: Do you work exclusively for plaintiffs or defendants?
A: We have represented both employer defendants and plaintiffs, including Fortune 500 companies and provided expert testimony for federal agencies (e.g., Department of Justice, EEOC, OFCCP, DEA, Secret Service, and IRS) as well as State government (e.g., the states of New York, Illinois and Alabama).
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Q: What are some common topics for your testimony?
A: In the area of employment litigation, we provide expert testimony on issues related to hiring, promotion, downsizing, hostile work environments, stereotyping, termination, and overtime eligibility. In human factors litigation, we present expert testimony on issues such as safety training, vehicular accidents, railway accidents, warning labels, and environmental stressors that may be implicated in accidents.
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Q: Do you assist clients in ways other than testifying?
A: Yes. We assist in the deposition of opposing experts, the preparation of 30b(6) witnesses for deposition, the preparation of Daubert and in limine motions, the discovery process, trial preparation, appeal preparation, and the identification of experts in allied areas who may provide additional expert testimony in areas other than work psychology and human factors psychology.
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Q: Can you define Industrial and Organizational (Work) Psychology?
A: Simply stated, it is the scientific study of work behavior. It encompasses two sub areas.
The first of these is Personnel Psychology, which addresses topics such as recruitment, assessment, selection, training, performance evaluation, compensation, promotion, discipline, lay off and termination.
The second, Organizational Psychology, addresses issues such as organizational climate and culture, leadership, worker motivation and satisfaction, worker stress, and organizational design, communication and structure.
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Q: Can you define Human Factors Psychology?
A: Human Factors Psychology is the scientific study of the capabilities and limitations of humans in various environments, including work, the highway, and the home and leisure environment.
In the context of litigation, the issue is usually one of safety and accidents. This would include concepts such as vision, hearing, information processing, reaction time, warning labels and instruction, and safety training.
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Q: Why do I need a Work Psychologist or Human Factors Psychologist in my case?
A: Both work psychology and human factors psychology are scientific disciplines. This means that much of what the work psychologist knows is not common knowledge for a finder of fact (judge or jury).
In understanding behavior, regardless of whether that behavior is the decision of an employer or manager, or the behavior of a driver or consumer, scientific theories and data can be persuasive to a finder of fact in helping to understand the underlying foundation for behavior. Only a psychologist can present that foundation.
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