Investigations of Retaliation Claims

As the former Whistleblower Compliance Officer at UC Irvine, I handled numerous retaliation claims arising from employee reports of wrongdoing. I saw how retaliation, whether subtle or overt, can silence employees, erode trust, and expose employers to serious legal and reputational consequences. My role required impartial evaluation of each claim, careful fact-finding, and clear, defensible reporting. That experience allows me to approach retaliation claims with the precision and neutrality needed to uncover the truth and help organizations address concerns effectively. 

Retaliation claims are among the most common and costly workplace allegations employers face. Mishandled investigations can lead to legal exposure, damaged morale, and a loss of trust in leadership.

Consider engaging a third-party retaliation investigator when:

• The allegations involve leadership or HR personnel.
• There are political sensitivities or potential media interest.
• The complaint is part of a larger harassment, discrimination, or hostile work environment case. 
• Your organization’s complaint investigation unit needs external support for credibility.

We do not advocate for either party. Our role is to gather facts, evaluate credibility based on evidence, and present findings that will withstand legal and administrative scrutiny. This approach:

• Protects the integrity of the process. 
• Reduces legal risk for the organization. 
• Helps restore trust in workplace systems.

• AWI-trained investigators with deep experience in sensitive workplace matters. 
• Statewide service for California public agencies, businesses, and educational institutions. 
• Discreet, respectful approach to all participants. 
• Comprehensive documentation that meets EEOC and California legal standards.

If your organization is facing a retaliation complaint, especially one involving leadership or HR, bring in an independent, AWI-guided investigator. Book a confidential consultation today.