Whistleblower Investigations

Independent investigators at Allen Morris ensure that whistleblowers’ identities remain confidential whenever legally possible. State laws (California Labor Code §§1102.5–1106) prohibit any retaliatory action against employees who disclose misconduct. 

Employers must prove that adverse actions following a disclosure were unrelated, a burden often evaluated through temporal proximity and motive analysis. 

Complaints are reviewed for validity and urgency. High-risk allegations (such as fraud or retaliation) receive priority handling and privacy safeguards.

An investigation plan defines relevant policies, documents, and personnel. Establishing the scope early prevents interference and ensures timely reporting to governing agencies if mandatory.

Document trails, emails, message logs, and financial records are examined for patterns of misconduct. Witness interviews follow non-leading, trauma-informed techniques to confirm or refute claims objectively.

Every allegation is assessed for credibility, intent, and corroboration. Findings are compared to policy, law, and industry compliance frameworks.

The final report provides defensible conclusions and risk mitigation strategies. When violations are substantiated, Allen Morris Investigations offers next-step consultation to prevent recurrence and support remediation.

While not every workplace complaint requires external investigation, certain circumstances make independent investigators essential for legal compliance and organizational protection.
 

Call an external workplace investigator when:
 

•  Allegations involve senior leadership or executives
• High legal risk or litigation is anticipated
• Regulatory agencies are involved or likely to become involved
• Cases involve multiple complainants or complex allegations
• Internal investigations have been challenged or credibility is questioned
• Privileged investigation through legal counsel is needed
• Specialized expertise in employment law compliance is required
• Organizational capacity is limited for conducting thorough investigations
   

When complaints involve executives, senior managers, or individuals with authority over HR, external investigators are necessary to ensure credible, unbiased fact-finding. Cases involving severe harassment, discrimination claims, or circumstances suggesting litigation should be investigated externally. 

The investment in independent investigation is modest compared to the cost of defending a poorly investigated claim.

Workplace investigation quality depends directly on investigator qualifications. Allen Morris Investigations brings credentials and experience that ensure professional, legally compliant investigations.
 

California Private Investigator License (PI 27033): Active California PI licensure ensures we meet state standards for training, experience, and professional conduct. Licensed private investigators are held to ethical standards and regulatory oversight that enhance investigation credibility.
 

Certified Title IX Investigator: Title IX investigation certification demonstrates specialized training in conducting investigations of sexual misconduct, harassment, and discrimination with attention to fair process, trauma-informed interviewing, and evidence analysis.
 

SHRM Senior Certified Professional (SHRM-SCP): Senior-level HR certification demonstrates comprehensive knowledge of employment law, HR best practices, and organizational development.
 

20+ Years Investigative Experience: We have investigated hundreds of cases across diverse industries, organizational sizes, and factual scenarios ranging from single-complainant harassment matters to complex, multi-party allegations involving senior executives.