Brian H. Kleiner, Ph.D., M.B.A.

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. Dr. Kleiner 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.

A former human resource manager at Ford Motor Company, Dr. Kleiner has provided consulting services to over 100 business and government clients and has trained thousands of employees.

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. As a result of his various accomplishments, Dr. Kleiner has won several honors, awards, and accolades.

Services

The employment-related topics for which Dr. Kleiner has provided expert witness testimony include the following: Compliance of organizational policies, procedures and practices with standards of appropriate human resources management; preventing and investigating complaints concerning sexual harassment and other forms of discrimination and harassment; retaliation; workplace reductions; performance appraisals, progressive discipline, just cause and wrongful termination; analysis and evaluation of reasonable accommodation, undue hardship, essential functions and other issues under the ADA; negligent hiring, retention, and supervision; promotion selections; FMLA; statistical analysis of employment data; executive and employee compensation, wage and hours, ERISA, benefits/pensions; and workplace violence, safety, OSHA.

Litigation Support Services

Dr. Kleiner has testified as an expert witness on employment/human resource management. He has testified in over 60 trials for both plaintiff and defense counsel.

Areas of Expertise

Additional Expertise:

Labor/Management Relations; FMLA/CFRA; ADA; Harassment; Hiring; Human Resources Management; Wage and Hours; Workers Compensation Insurance; Nonprofits.

Brian H. Kleiner, Ph.D., M.B.A. in the Social Networks

LinkedIn

Professional Experience

Practitioner Experience:

After first being employed as a human resource manager for Ford Motor Company, I have more than 35 years experience as a consultant to over 100 organizations around the world concerning how to improve human resource management policies and practices. These include the following: Arco-Atlantic Richfield Company, Bausch & Lomb, Brother International Corporation, ConAgra, General Dynamics Corporation, In-N-Out Burger, Interstate Electronics Corporation, Pioneer Electronics, Reynolds Metals Company, Shasta Beverages, Shell Oil Company, Toshiba, and Yoshinoya.

Extended Education Experience:

From 1988 to 2002, taught classes concerning effective employee management for the general public through University Extended Education at California State University, Fullerton, helping managers and supervisors from hundreds of organizations.

University Experience:

1977-2020: Professor of Human Resource Management, California State University, Fullerton

Regularly have taught classes concerning effective employee management in both graduate and undergraduate programs. Have also taught graduate courses concerning effective employee management at Chapman University and California State University, Dominguez Hills.

Affiliations

Society For Human Resource Management
Society for Nonprofits

Qualifications

Credential

Lifetime California Community College Instructor in Business Management

Awards & Honors

In 2019 was featured in the social media blog of the Bar Association of San Francisco as the “Expert to Know”, the only Employment expert listed in their Directory ever so honored.

In 2015 was formally honored by the Dean of the College of Business and Economics at California State University, Fullerton for the high quality of my research publications during the last five years.

In 2014 was formally honored by the Dean of the College of Business and Economics at California State University, Fullerton for the high quality of my research publications during the last five years.

In 2013 was formally honored by the Dean of the College of Business and Economics at California State University, Fullerton for the high quality of my research publications during the last five years.

In 2012 was formally honored by the Dean of the College of Business and Economics at California State University, Fullerton for the high quality of my research publications during the last five years.

In 2011 was formally honored by the Dean of the College of Business and Economics at California State University, Fullerton for the high quality of my research publications during the last five years.

In 2009 my achievements during the past five years were evaluated by the President of California State University, Fullerton as “exceeded expectation.”

In 2008 was favorably featured in Employment Law Verdict Reports.

In 2007 was profiled in the September issue of Bender's California Labor & Employment Bulletin as a result of my forensic expert successes and other professional achievements.

In 2001 was chosen to be honored at an “Outstanding Faculty Recognition” event by the Vice President for Academic Affairs at California State University, Fullerton for my “Outstanding Scholarly and Creative activity” during “the past three years.”

In 2000 won California State University, Fullerton's Faculty Merit award for my “professional achievements and superior contributions to the school and the university.”

In 1998 was honored by the Vice President for Academic Affairs at California State University, Fullerton at an "Outstanding Recognition Event" for my "noteworthy level of activity in the past three years" with regard to "scholarly and creative activity."

In 1996 taught the first graduate course on managing human resources ever to be televised for the public in the United States.

In 1995 taught the first graduate course on human behavior in organizations ever to be televised for the public in the United States.

Selected for the following: Who's Who in Business Higher Education, Who's Who in Finance and Industry, Who's Who in California, Personalities of America, Community Leaders of America, and Who's Who in the World

Publications

Have published over 500 articles in a wide variety of academic and professional journals and books. These include the following:

New developments concerning age discrimination in the workplace. Co-authored. Franklin Business & Law Review Journal, March 15, 2011.

Effectively preventing employment discrimination and harassment. Co-authored. Conflict Resolution & Negotiation Journal, March 15, 2011.

Workplace reduction guidelines. Co-authored. Taking Sides: Clashing Views in Management, 3/e. Street, M.D. and Street. V. L. (eds.) Dubuque, IA: McGraw-Hills, 2009.

How to write excellent human resource policies. Co-authored. Nonprofit World, 2006, 24 (5), 22-23.

Analyzing jobs to determine exempt or non-exempt status. Co-authored. Equal Opportunities International, 2005, 24 (5/6) 93-100.

How to comply with the Americans with Disabilities Act. Co-authored. Equal Opportunities International, 2005, 24 (5/6) 86-92.

New developments concerning age discrimination in the workplace. Co-authored. Equal Opportunities International 2005, 24 (5/6) 15-23.

New developments concerning pregnancy discrimination in the workplace. Co-authored. Equal Opportunities International 2005, 24 (5/6) 1-14.

How to distinguish between independent contractors and employees. Co-authored. Management Research News, 2005, 28 (2/3), 136-149.

When it's time to say good-by: How to discharge workers without legal hassles. Co-authored. Nonprofit World, 2005, 23 (2), 12-14.

How to hire employees effectively. Co-authored. Management Research News, 2004, 27 (4/5), 108-115.

Effective employment screening practices. Co-authored. Management Research News, 2004, 27 (4/5), 99-107.

Workforce reduction guidelines. Co-authored. Southern Business Review, 2004, 29 (2), 16-22.

Analyzing jobs to determine exempt or non-exempt status. Co-authored. Equal Opportunities International, 2003, 22 (6/7), 67-73.

How to show retaliation at work. Co-authored. Equal Opportunities International, 2003, 22 (6/7), 37-45.

How to comply with the Americans with Disabilities Act. Co-authored. Equal Opportunities International, 2003, 22 (6/7), 9-16.

How to avoid retaliation claims. Co-authored. Nonprofit World, 2003, 21 (6), 13-15.

Bias in workplace investigations and how to minimize it. Co-authored. Management Research News, 2003, 26 (2/3/4), 227-231.

How to assess credibility when conducting workplace investigations. Co-authored. Management Research News, 2003, 26 (2/3/4), 219-226.

Understanding and preventing workplace retaliation. Co-authored. Management Research News, 2003, 26 (2/3/4), 206-211.

New developments concerning wrongful termination. Co-authored. Management Research News, 2003, 26 (2/3/4), 200-205.

The no-fault attendance policy in the era of the Family and Medical Leave Act. Co-authored. Management Research News, 2003, 26 (2/3/4), 185-192.

The Hay system of compensation. Co-authored. Management Research News, 2003, 26 (2/3/4), 109-115.

Reasonable care in preventing sexual molestation of school children. Co-authored. Equal Opportunities International, 2003, 22 (3), 58-66.

How to prevent discrimination based on taking family and medical leave. Co-authored. Equal Opportunities International, 2003, 22 (3), 49-47.

Don't be sued for negligent hiring. Co-authored. Nonprofit World, 2003, 21 (3), 14-15.

How to prevent sexual harassment in the workplace. Co-authored. Equal Opportunities International, 2003, 22 (2), 59-66

How to hire the right person on the first time. Co-authored. Nonprofit World, 2003, 21 (2), 9-11.

Effective hiring. Co-authored. Management Research News, 2002, 25 (6/7), 60-68.

How to hire the best people without breaking the law. Co-authored. Nonprofit World, 2002, 20 (5), 17-18.

How to hire employees effectively. Co-authored. Management Research News, 2002, 25 (5), 76-84.

How to hire employees effectively. Co-authored. Management Research News, 2002, 25 (5), 65-75.

How to hire employees effectively. Co-authored. Management Research News, 2002, 25 (5), 58-64.

How to hire employees effectively. Co-authored. Management Research News, 2002, 25 (5), 48-57.

How to hire employees effectively. Co-authored. Management Research News, 2002, 25 (5), 39-47.

How to hire employees effectively. Co-authored. Management Research News, 2002, 25 (5), 30-38.

How to hire employees effectively. Co-authored. Management Research News, 2002, 25 (5), 21-29.

How to hire employees effectively. Co-authored. Management Research News, 2002, 25 (5), 12-20.

How to hire employees effectively. Co-authored. Management Research News, 2002, 25 (5), 3-11.

Reasonable accommodation of employees with cancer. Co-authored. Equal Opportunities International, 2002, 21 (3), 32-40.

How to conduct job analysis effectively. Co-authored. Management Research News. 2002, 25 (3), 73-81.

How to hire employees effectively. Co-authored. Management Research News, 2002, 25 (3), 51-58.

Conducting effective and legally safe background and reference checks. Co-authored.

Managerial Law, 2002, 44 (1/2), 136-150.

How companies can downsize legally. Co-authored. Managerial Law, 2002, 44 (1/2), 128-135.

How to differentiate essential job duties from marginal job duties. Co-authored. Managerial Law, 2002, 44 (1/2), 121-127.

New developments concerning managing human factors for safety. Co-authored. Managerial Law, 2002, 44 (1/2), 112-120.

New developments concerning ERISA. Co-authored. Managerial Law, 2002, 44 (1/2), 81-85.

Recent trends in downsizing legally. Co-authored. Managerial Law, 2002, 44 (1/2), 69-74.

Effective employment screening practices. Co-authored. Managerial Law, 2002, 44 (1/2), 62-68.

New developments concerning wrongful termination. Co-authored. Managerial Law, 2002, 44 (1/2), 55-61.

New developments concerning negligent hiring. Co-authored. Managerial Law, 2002, 44 (1/2), 50-54.

Developments concerning the Occupational Safety and Health Act. Co-authored. Managerial Law, 2002, 44 (1/2), 37-44.

An overview of ERISA. Co-authored. Managerial Law, 2002, 44 (1/2), 16-24.

Implications of the Family and Medical Leave Act for organizations. Co-authored. Managerial Law, 2002, 44 (1/2), 9-15.

How to hire employees effectively. Co-authored. Management Research News, 2002, 25 (1), 49-59.

How to hire employees effectively. Co-authored. Management Research News, 2001, 24 (12), 31-38.

How to write nondiscrimination policies effectively. Co-authored. International Journal of Sociology and Social Policy, 2001, 21 (8/9/10), 148-155.

Pregnancy in the workplace. Co-authored. International Journal of Sociology and Social Policy, 2001, 21 (8/9/10), 137-147.

New developments concerning religious discrimination in the workplace. Co-authored. International Journal of Sociology and Social Policy, 2001, 21 (8/9/10), 128-136.

New developments concerning national origin discrimination. Co-authored. International Journal of Sociology and Social Policy, 2001, 21 (8/9/10), 116-127.

New developments concerning sexual orientation discrimination and harassment. Co-authored. International Journal of Sociology and Social Policy, 2001, 21 (8/9/10), 92-100.

New developments concerning discrimination and harassment in the workplace. Co-authored. International Journal of Sociology and Social Policy, 2001, 21 (8/9/10), 83-91.

How to investigate age discrimination complaints. Co-authored. International Journal of Sociology and Social Policy, 2001, 21 (8/9/10), 53-58.

Sexual harassment in the business environment. Co-authored. International Journal of Sociology and Social Policy, 2001, 21 (8/9/10), 3-13.

New developments concerning reasonable accommodation of disabilities in American organizations. Co-authored. Equal Opportunities International, 2001, 20 (5/6/7), 152-156.

How to accommodate common disabilities in organizations. Co-authored. Equal Opportunities International, 2001, 20 (5/6/7), 146-151.

New developments concerning discrimination based on medical conditions. Co-authored. Equal Opportunities International, 2001, 20 (5/6/7), 142-145.

Examples of unreasonable hardship in accommodating disabilities in Organizations. Co-authored. Equal Opportunities International, 2001, 20 (5/6/7), 138-141.

Reasonable accommodation of psychiatric disability under the ADA. Co-authored. Equal Opportunities International, 2001, 20 (5/6/7), 133-137.

Implications of the California Family Rights Act for organizations. Co-authored. Equal Opportunities International, 2001, 20 (5/6/7), 79-81.

Sexual harassment of students by teachers in public schools. Co-authored. Equal Opportunities International, 2001, 20 (5/6/7), 74-78.

What is retaliatory discrimination at work? Co-authored. Equal Opportunities International, 2001, 20 (5/6/7), 37-40.

New developments concerning homosexual harassment in the workplace. Co-authored. Equal Opportunities International, 2001, 20 (5/6/7), 32-36.

New developments concerning sexual orientation issues in the workplace. Co-authored. Equal Opportunities International, 2001, 20 (5/6/7), 27 31.

Discrimination against employees who exercise their First Amendment rights. Co-authored. Equal Opportunities International, 2001, 20 (5/6/7), 10-13.

A review of current empirical research concerning discrimination. Co-authored. Equal Opportunities International, 2001, 20 (5/6/7), 5-9.

How to hire employees effectively. Co-authored. Management Research News, 2001, 24 (6/7), 35-42.

How to effectively check references and perform background investigations of job applicants. Co-authored. Keeping Good Companies, 2001, 53 (5), 299-304.

The compensation of directors in organizations. Co-authored. Management Research News, 2001, 24 (3/4), 133-136.

Education

Ph.D. in Management, U.C.L.A., 1977
Master of Business Administration, U.C.L.A., 1973
B.S. in Business Administration, Drexel, 1969