You are now part of The Investigator Network! 🔍 We’re excited to have you here! This community is built for workplace investigators, compliance professionals, and civil rights practitioners who want to collaborate, share insights, and strengthen their investigative skills. 👉 Introduce yourself in the comments — tell us where you’re from, what type of investigations you handle, or what inspired you to join. 💬 Feel free to share your favorite investigation tip, challenge, or recent success story. 📚 Our goal: Build a trusted space where professionals can learn from each other, exchange best practices, get advice, and grow together. Let’s make this an empowering and resourceful community for all investigators. Welcome aboard!

In California, a workplace investigation is triggered anytime the employer knew or should have known about potential misconduct. This includes verbal complaints, emails, anonymous tips, hotline calls, supervisor observations, or any behavior that suggests harassment, discrimination, retaliation, or policy violations. Employers have a legal duty to act even when the complaint is unclear or the employee “doesn’t want to get anyone in trouble.” Question: What's the most common trigger you see in your agency?