In this case, Dr. Steward calculated a portion of the economic damages that plaintiff incurred. Plaintiff alleged that the Defendants unlawfully hired away a number of employees from plaintiff. Plaintiff has lost time, effort, and resources that were invested in training the departed employees. As a result of the vacated job positions, plaintiff had to recruit, hire, and train replacement employees. In addition, plaintiff had paid retention bonuses and higher salaries to the employees that were recruited and/or targeted by the Defendants. Dr. Steward performed economic damage analysis of the costs associated with these employment activities. Specifically in this report he studied several issues. First, he studied the lost investment of training the employees that plaintiff asserts were unlawfully hired away by the Defendants. Second, he examined the costs associated with the retention payments that were made to the employees that were recruited and/or targeted by the Defendants. This study included the value of lump sum payments and the increased salaries required to retain employees. Plaintiff has lost the time, effort, and resources that were invested in the training of the departing employees. The plaintiff employees underwent safety training and orientation. They also provided additional training for inside sales and branch manager employees. The lost employee training investment incurred by plaintiff included items such as the salary that the employees at issue were paid while undergoing training, training materials, travel expenses and the salary of the managers that provided the training to the employees at issue. In his analysis, Dr. Steward calculated plaintiff’s lost employee training investment. Dr. Steward calculated this in two ways. First, he calculated the lost investment in employee training using information provided by plaintiff on the training time, training cost, and annual salary for the above employees. Plaintiff incurred economic damages as a result of the lost training investment. Second, he performed an analysis of the lost employee training investment using U.S. government data on employer training cost. In this analysis, he calculated the lost investment in employee training using publicly available data on the typical employer’s time spent providing training to employees. According to the U.S. Bureau of Labor Statistics (BLS) the average employee spends 67.6 hours per year training in the first year of their employment. The plaintiff also incurred the cost of recruiting individuals to fill the job positions vacated by the employees at issue in this case. In addition, once job candidates for the vacated job positions are screened, plaintiff also incurred the cost associated with having a manager or supervisor interview the selected individuals. Also it was determined that plaintiff paid salary increases and lump sum retention bonuses to some of their employees that were being unlawfully recruited by Bell. The economic damages related to the salary increases are calculated throughout the employee’s expected employment tenure at Wilson. In his analysis, Dr. Steward calculated the expected job tenure of the employees at issue in this case using publicly available Bureau of Labor Statistics Current Population Statistics (CPS) labor market data. The present day value of the economic damages is calculated by upwardly adjusting future losses for inflation and downwardly adjusting by an interest rate discount factor. Future losses are adjusted upward to account for future inflation by using an annual inflation rate factor of 3.76%. The inflation factor is based on the historical rate of inflation from 1953 to 2010. The inflation adjusted future losses are discounted downwardly by an interest rate to obtain the present value. The interest rate factor is based on the current yield from U.S. Treasury Securities.