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. The platform provides a structured, confidential response channel; specific timing terms are set at subscription and disclosed to the employee.
Employer Responds
The employer can respond, request more information, or propose a resolution. If the employer does not respond within the agreed window, we document the non-response and notify you.
Resolution or Exit Note
You and your employer exchange messages and documents through the platform's confidential channel. If you reach an agreement, you close the case as resolved. If you do not, the case closes unresolved and the exit note points you to the EEOC, the California Civil Rights Department, and the Labor Commissioner, and reminds you of your right to consult an attorney of your own choosing. At launch, the platform will additionally present both you and your employer a curated slate of qualifying independent California mediators for the matter; you each select independently, and a mediator is engaged when both parties have selected the same mediator. Communications occurring within that engagement are protected under California's mediation confidentiality framework.
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 the platform response does not resolve your concern, you can still file a complaint with the EEOC, CRD, the Labor Commissioner (DLSE), or, depending on the nature of your concern, with federal whistleblower programs at the SEC (under the Dodd-Frank Act for securities-related fraud), OSHA (under SOX section 806 for publicly traded company concerns or under section 11(c) of the OSH Act for workplace safety retaliation), or other applicable agency, subject to the applicable filing deadlines. Using Wiser Workplace does not pause or waive any of 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. The platform creates a timestamped record of communications. What the parties choose to do with that record is their decision and is best discussed with their own counsel.
Confidential by Contract, Pre-Launch
Your submission and all Platform Communications are protected by a contractual confidentiality agreement under Section 7 of our Terms of Service, plus the California Evidence Code section 1152 framework recited in Section 7.7. It is worth being precise about what each of those does, because they are not the same thing and neither is a privilege. The contract binds the parties to it. Section 1152 is an evidentiary rule: it makes settlement offers, and conduct or statements made in negotiating them, inadmissible to prove liability. It does not create confidentiality on its own and it does not bar discovery. Pre-launch, the statutory mediation-confidentiality framework does not yet attach because no mediation has commenced. At launch, mediator-guided resolution by independent California mediators on the platform's directory will additionally invoke that framework for communications occurring within the mediation. Section 7.4 contains limited, enumerated exceptions for disclosures to your own attorney, to an employer's internal responders on a need-to-know basis, and in response to lawful legal process; it also expressly preserves your right to file with government agencies and to testify under oath. No system is absolutely secure against unauthorized access.
You Never Pay Anything
Free for employees. Your employer covers the platform subscription. There are no hidden fees, no cost per action, and no payment ever required from you.
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