1. Ask for everything in writing
Do not rely on verbal conversations. Written records stop stories from shifting later and show CDLE or a court exactly what was said.
2. Demand the exact policy section cited
Ask which attendance or CBA clause the investigator believes you violated and request that page electronically. If they cannot produce it, that is a red flag.
3. Gather all evidence you already have
Pull FAMLI approvals, FMLA certifications, medical notes (if legally required), attendance logs, CBA references, and supervisor messages before anything disappears.
4. Preserve contradictory statements
Screenshot inconsistent directions, Slack/Teams messages, and timeline gaps. You will need them for CDLE complaints, arbitration, or counsel.
5. Contact an attorney
HFWA retaliation is illegal. Reach counsel through the FALDF attorney panel, your union, or intake@faldf.com.
Bonus safeguards
- Keep a timeline log using our downloadable worksheets on the main Resources page.
- Flag retaliation immediately through your union and the HFWA timeline tips form.
- Escalate to the Investigation Survival Guide if the company proceeds to discipline.