When workplace concerns arise, how the investigation is handled matters. A poorly conducted investigation can increase liability, damage morale, and undermine trust. A properly conducted investigation protects the organization and ensures fairness for all parties involved.
Allen Morris Investigations provides independent workplace investigations throughout California, conducted in full compliance with the California Private Investigator Act (Bus. & Prof. Code § 7520 et seq.).
Kathie Allen is a California Licensed Private Investigator (#27033) with extensive experience in HR, compliance, and complex workplace matters.
We conduct prompt, impartial investigations involving:
Each matter is handled with discretion, neutrality, and procedural fairness.
Under California law, external investigators conducting workplace investigations must generally be:
Hiring an investigator who does not meet these statutory requirements can create unnecessary legal exposure.
As a licensed PI, Allen Morris Investigations ensures:
Every investigation includes:
We focus on facts and not assumptions. Every report is structured to withstand scrutiny in litigation, administrative review, or internal audit.
We are frequently retained when independence is critical, including investigations involving executives, board members, or senior leadership.
Kathie Allen brings a rare combination of:
This dual perspective allows for investigations that are not only thorough, but practical and aligned with workplace realities.
If you are facing a workplace complaint and need an independent, compliant investigation, we are available for confidential consultation. Contact us at (949) 573-4624.
California organizations choose Allen Morris Investigations for independent, impartial workplace investigations because of:
Located in Irvine, we serve clients throughout Orange County and Los Angeles, including Irvine, Newport Beach, Costa Mesa, Santa Ana, Anaheim, Huntington Beach, Laguna Beach, Fullerton, Long Beach, and Los Angeles.
Our familiarity with local businesses, corporate structures, and California employment law requirements allows us to conduct investigations efficiently while remaining sensitive to the operational and cultural dynamics of workplace environments.
A mid-sized Orange County company retained Allen Morris Investigations after receiving a formal complaint alleging harassment and retaliation by a senior executive.
The matter presented significant risk:
Because internal HR reported to the accused executive, the company determined an independent, external investigation was necessary.
This investigation required:
Additionally, the organization needed the investigation conducted in compliance with the California Private Investigator Act and structured to be defensible in potential litigation.
Allen Morris Investigations:
Each interview was documented thoroughly, and all evidence was analyzed objectively without assumptions or bias.
The investigation substantiated certain policy violations while not substantiating others.
A detailed written report was delivered to leadership outlining:
The report was structured to be clear, neutral, and defensible.
As a result of the investigation:
The company was able to demonstrate that it took prompt, impartial, and legally compliant action, significantly reducing risk exposure.
When allegations involve senior leadership, independence is critical.
A properly structured external investigation protects the organization, protects employees, preserves credibility, and reduces litigation risk.
Allen Morris Investigations provides licensed, compliant, and defensible workplace investigations throughout California.
Under California law, external workplace investigations must generally be conducted by a licensed private investigator, a licensed attorney acting within the scope of legal practice, or a properly registered employee working under a licensed private investigator. Internal HR professionals investigating matters within their own organization are typically exempt.
An external investigator is recommended when:
Common matters include harassment, discrimination, retaliation, bullying, ethics violations, whistleblower complaints, and executive misconduct. Employers should investigate any complaint that alleges policy violations or unlawful conduct.
Most investigations are completed within 2–6 weeks, depending on complexity, number of witnesses, and document volume. Promptness is important, but thoroughness and fairness are essential.
Investigations are handled as confidentially as possible. However, complete confidentiality cannot be guaranteed because information must be shared with relevant parties to conduct a fair and thorough investigation.
A properly structured investigation includes documented interviews, credibility analysis, evidence review, and clear findings. When conducted by a licensed investigator following established methodology, the report is designed to withstand legal scrutiny.
Findings are based on facts and policy analysis. Recommendations can be provided upon request, but the final employment decisions remain with the employer.
Independence, structured interview protocols, evidence-based credibility assessments, and clear documentation ensure neutrality. The investigator does not advocate for either party.
Retaliation risk is addressed proactively. Interview instructions, documentation practices, and post-investigation recommendations often include anti-retaliation safeguards.
The process begins with a confidential consultation to define scope, timeline, and reporting expectations. Once retained, we promptly issue an engagement agreement and begin the investigative process.
