Hello again. Glad you got a chuckle out of that. :)
If the employer does have a policy indicating employees will not suffer retaliation for reporting violations of company policies or theft from the company, then that could provide grounds to pursue a cause of action for wrongful termination if you are terminated for reporting the violation based on an implied contract theory of law.
However, the employer would normally have the discretion to direct that employees not discuss the events involved that are being investigated, so I would heed the notice provided to you by the employer and not discuss the details of events unless you are asked to do so by the employer.
If the employer does take any retaliatory action against you, then it would be best to retain a local employment law attorney to represent you in pursuing legal action against the employer, but I would continue to comply with their policies since you do not wish to give them any justification for terminating your employment if you are already concerned about retaliation.
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