I Filed — Now What?
Your step-by-step guide to what happens after you submit a workplace concern
Resolution timeline
You Submit Your Concern
Fill out our confidential intake form. Your information is encrypted and treated as confidential under our Terms of Service. You control what the employer sees.
We Review & Categorize
Our team reviews your submission, categorizes the workplace concern, and prepares a structured summary. We don't share your personal details without your permission.
Employer Is Notified
The employer receives a professional notification with a summary of the concern. They get 14 days to respond through the platform.
Employer Responds
The employer can respond, request more information, or propose a resolution. If they don't respond within 14 days, we document their non-response and notify you.
Resolution or Mediation
Many concerns resolve through direct communication on the platform. If needed, a professional mediator facilitates structured rounds until you reach agreement.
Written Resolution
If both sides reach agreement, you receive a written resolution record. Everything is documented and timestamped.
Your Rights Are Protected
Your Other Options Are Preserved
If mediation does not resolve your concern, you can still file a complaint with the EEOC, CRD, or DLSE, subject to the applicable filing deadlines. Using Wiser Workplace does not waive your legal rights. You should track your own filing deadlines or consult a licensed attorney about them.
Retaliation Is Illegal
California Labor Code §1102.5, Government Code §12940(h), and federal law prohibit retaliation for reporting workplace concerns. Our platform creates a timestamped record that serves as evidence if retaliation occurs.
Legally Confidential
Your submission is protected by a contractual confidentiality agreement. Mediation communications are legally protected under California Evidence Code §§1115-1128 once a mediator is engaged. Exceptions apply, including: written settlement agreements signed by the parties (§ 1123), threats of bodily harm, evidence of elder or child abuse, mandatory reporting obligations, and communications otherwise admissible independent of the mediation (§ 1120). No system is absolutely secure against unauthorized access.
You Never Pay Anything
Free for employees. Your employer covers the cost of the platform and mediation. There are no hidden fees, no cost per action, no payment ever required from you.
Ready to Get Started?
Your workplace concern deserves to be heard.