I previously wrote about an alleged pattern of corruption by Tyler Bowyer and Turning Point including a history of sexual assaults allegations. In response to that story, a new Victim has come forward bringing allegations of a recent sexual assault by prominent Turning Point Action Employee Matthew Martinez and subsequent cover-up by his friend and Chief Operating Officer Tyler Bowyer. See excerpts of the police report below. Martinez has frequently appeared on the Charlie Kirk Show and is heavily promoted as a Turning Point Speaker, leader of trainings in multiple states, and as a data guru who was given credit for drawing the maps for all door knocking and “mastermind behind the math and science”; taking a lead role on elections results and statistics. Martinez is a current board member of the Arizona Young Republicans. A former Turning Point Employee states that “Martinez is the grandson of a large Turning Point donor.”
The Victim alleges that as a junior employee in the months leading up to the recent Trump election, she was working closely with senior employee Martinez and COO Bowyer, with Martinez often acting as her project leader. According to the Victim, Martinez and Bowyer were friends, frequently having dinner and drinks together. Bowyer has frequently publicly complimented Martinez, including after the alleged sexual assault saying “Matthew relentlessly worked to train thousand of ballot chasers, full-time, part-time and volunteer. Our entire Chase the Vote operation, our bedrock Legacy Field Operation and Commit 100 program ran by the wonderful team at HQ deserve monuments.”
Details of the Alleged Sexual Assault by Matthew Martinez
In a written statement of the events from the Victim with identifying details redacted, she writes:
“While in Arizona, I was introduced to and partially trained by Matthew Martinez. Two months later, and Leading up to him coming out to lead our first training, I helped him on several work-related projects. On the first day of training Matthew had asked me if I might show him around a little bit, but I was tired and busy, so I declined. The next day, Matthew asked me if I would drive him to a meeting. He didn’t have a car, so I thought I was being helpful. He told me to expense my mileage because it was for work and that Tyler had approved it. Later during the work week, I offered to take him to see a Basilica he had previously expressed interest in, as I have a strong love for that church. I love building friendships that are founded upon a mutual faith in God. I offered to drive because that was what he had previously asked me to do, considering he had no car. We attended mass but then he mentioned that he had an interview he had to do and would need to step away soon for that. There was terrible cell service, so I drove us to a coffee shop down the road. He did the interview, and afterwards expressed interest in seeing more of the area. We were about five minutes away from a restaurant which I knew very well because I had worked there for two years and was friends with all the staff, so it was someplace I felt comfortable and safe going to.
At this point, I should mention that I do not drink. This was something I mentioned in front of the entire TPA staff during training a few days prior and also mentioned to him at a conversation during lunch on that Monday. He was very aware that I do not drink. Matthew ordered an old fashioned and kept badgering me to order and alcoholic beverage as well. I repeatedly refused and just ordered a water. After he received his drink, he further urged me to drink some. He would not let up, to the point where I had to lift the drink to my lips and pretend to drink a sip so that he would leave me alone.
At this point, our conversation got a little more personal. He asked me to tell him something about myself that nobody knew and made comments about the fact that I hadn’t had a boyfriend in four years, as well as complimenting my eyes. He also mentioned that he loved smoking cigars and cigarettes. I said that I loved the smell, but didn’t smoke myself because it wasn’t good for your health. He began pressing me again, saying that we should stop at a gas station and pick up a carton of cigarettes. He ordered a second drink. He also began to talk about how he was more rebellious than he pretends to be. His tone shifted a bit here, and he talked about how he was something of a rebel. He also mentioned that he is afraid of flying, and needs to drink alcohol before he gets on planes, something he asked me not to mention to his bosses. I was starting to understand that perhaps he and I were different people and maybe our interests didn’t align in the way I had thought.
Although I had considered having dinner, I changed my mind and began insisting that I needed to get home. I told him that I had to see my grandma that evening, so I needed to get back. Despite the fact that his demeanor had changed a bit, I didn’t want to leave him twenty minutes away from his hotel without a car to get back, so I told him I would drive him back to his hotel. After all, he had more tenure at TPA, and so I didn’t want to make him angry with me for leaving him in a rural area, where it is also notoriously hard to call a car service.
Once we got in the car, the oldies’ station I had left on was playing The Beatles song “I Wanna Hold Your Hand”. As I began to drive him back to his hotel, he mentioned the song then took my hand in his. At this point, his entire presence changed. I realized that his intentions with me were physical, something that had (perhaps naively) never crossed my mind before. He asked me to pull the car over to the side of the road so that we could, allegedly, get out and dance together. At this, I started to panic. Again, we were in a very rural area, and if I pulled over the car, there was a very good chance that no one would drive by us for quite some time. I am also very physically small and not strong, and all of his talk about masculinity suddenly came across as much more of a threat than a brag. I tried to laugh off the suggestion, but my heart was now in my throat.
He again started mentioning that he wanted to get cigarettes, but I told him I needed to get home. He told me that I should lie to my grandma and my parents. Instead, he suggested that I spend more time with him. He said he would take me to dinner somewhere. I declined. When we approached a red light as we came closer to his hotel and a more populated area, he leaned across the seat and kissed me. He grabbed my thigh. I was wearing a dress, and this made me panic. Slowly, he crept his hand further and further up and into my thigh until he was touching my underwear. By now, I was so afraid of him, I could hardly speak or think. I was paralyzed with fear.
Then, he said he would go with me back to the office and told me that I should lie to my parents and say we were doing work, insinuating something much more nefarious. Shaking, I declined. Finally, he suggested that we just go back to his hotel room, then. I said I didn’t think that would be a good idea, my voice breaking as I tried not to start crying. He told me to think about it, but then quickly followed that up by stating that I shouldn’t mention any of this at our next training on Monday. Instead, he requested that I not mention anything and go back to being “his admin”. As I pulled into the parking lot of his hotel, he asked me a final time if I would come up to his hotel room with him. I stopped the car in front of the doors to the hotel, and noticing people around, I told him to “Get the f&$% out of my car” in as menacing a tone as I could muster. He leapt out and ran inside his hotel, at which point I started on my way home. Immediately afterwards, he called me twice; I answered neither.
My first reaction was to call my mother. In tears, I told her about what had happened. She kindly advised me to let Turning Point Action Enterprise Director Brett Galaszewski know what had happened. Once I returned back home, I sent him a message letting him know about the incident. Brett called me within a few minutes, asking if I was okay and safe, as well as apologizing for being out of town at present and therefore unable to help prevent the situation from occurring. Brett told me that he would have to let Tyler Bowyer know about the incident as well, and asked if I was okay with Brett informing Tyler; I said that that was absolutely alright. A couple hours later, Tyler called me and asked me to briefly recap what had happened for him. I told Tyler about what had happened with Matthew. Tyler and I were the only two people on this phone call. During this time, he told me that he would be sending Matthew back to Arizona immediately so that he would not be in the following week’s training.
Excerpts from the Police Report
The below excerpts from the police report detail some items of the alleged sexual assault. In typical abuser fashion, the alleged assaulter blames the victim, despite many other details confirming the Victim’s version of events. One key point is that both interviews involve the Victim saying to the Alleged assaulter to “get the f/fuck out of my car”. Does that make sense if the Victim was to blame? Matthew also claims that he “could not answer” certain questions about what happened and “tried to remove a lot of that day from my mind”. Please see the excerpts below:
Chief Operating Officer Tyler Bowyer Inappropriately Takes Over the HR Investigation
According to the Victim and corroborated by additional evidence and interviews, COO Tyler Bowyer inappropriately took over the interview from the HR Department. According to one former Turning Point employee, who spoke on the condition of anonymity in fear of retaliation, “Bowyer has a history of being dismissive of women and has had allegations of sexual assault made against himself in the past as well.” and that Bowyer instructed the Victim to “Show Matthew around” and said of this alleged sexual assault case towards the Victim: “It wasn’t that bad and she should just forget it.” and by two accounts, “That Bowyer scheduled Matthew and the Victim to be alone in the office after the (alleged) assault.” If Matthew’s account was correct and the Victim was to blame, why would Bowyer do that when an investigation of sexual assault had been opened?
Responding to an email sent from “Amy” in Turning Point Action Human Relations, Bowyer responds he is moving the date of the HR meeting. According to the Victim “Tyler was leading the investigation and the interview. Essentially I was just meeting with Tyler. It was him just raking me over the coals and asking questions because they had spoken to Matthew first.”
We have already covered that Bowyer and the alleged assaulter Martinez were friends. According to an interview with the Victim, “Tyler and Matthew would post pictures together at dinner. They would hang out together, they frequently travelled together and had beers together down the street from the hotel.”
Turning Point Legal Counsel Sends Intimidation Threat to Victim With No Basis in Law
On April 9th, 2024, Veronica Peterson identifying herself as “Counsel for Turning Point Action” sent an intimidation threat to the victim noting, “upon your commencement of employment with TPA, you signed an Employee Confidentiality and Proprietary Rights Agreement (“NDA”)” and “TPA has been informed that you are actively discussing a confidential investigation that arose from your report of (sexual) harassment by a coworker.” It is interesting that Counsel for Turning Point Action chose to improperly downplay allegations of sexual assault as both the alleged Abuser and Victim specifically mention it as in the police report as simply “harassment”. Peterson goes on to say, “you would be in violation of your NDA and you must cease continuing such communications” and “TPA takes this matter very seriously and is prepared to take appropriate legal action for any continued documented violations of your NDA.”
The problem? These Threats have NO LEGAL BASIS. Legal Precedent is Clear:
“That NDAs are invalid when it comes to sexual assault: Federal Precedent and Legislation Speak Out Act (2022) Citation: Pub. L. No. 117-224, 136 Stat. 2277 (codified at 42 U.S.C. § 19401 et seq.) Overview: Signed into law on December 7, 2022, the Speak Out Act renders pre-dispute NDAs unenforceable in cases involving sexual assault or sexual harassment. This federal law prohibits employers from enforcing NDAs signed before a dispute arises (e.g., as part of an employment contract) that would prevent victims from discussing sexual assault or harassment allegations. It applies retroactively to existing NDAs and took effect immediately upon enactment. Significance: This statute establishes a clear public policy exception, prioritizing victims’ ability to speak out over contractual confidentiality obligations.
Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act (2022) Citation: Pub. L. No. 117-90, 136 Stat. 26 (codified at 9 U.S.C. §§ 401-402) Overview: Enacted on March 3, 2022, this law allows victims of sexual assault or harassment to opt out of pre-dispute arbitration agreements, which are often paired with NDAs in employment contracts. While not directly targeting NDAs, it undermines their enforceability by ensuring victims can pursue claims in open court, where confidentiality clauses may be challenged. Significance: By giving victims access to public judicial proceedings, this act indirectly weakens NDAs that might otherwise suppress disclosure of sexual assault allegations.
EEOC v. Phoenix Transit System (2000) Citation: NLRB Case 28-CA-15177 (National Labor Relations Board decision, referenced in broader labor law context) Overview: In this case, the National Labor Relations Board (NLRB) found that an employer’s confidentiality rule, akin to an NDA, violated Section 8(a)(1) of the National Labor Relations Act (NLRA) by prohibiting employees from discussing sexual harassment complaints among themselves. While not a direct court precedent, this administrative ruling has been influential in labor law. Significance: The decision suggests that NDAs restricting employees’ rights to discuss workplace sexual misconduct, including assault, may be unenforceable if they infringe on protected concerted activity under federal labor law.”
Turning Point Action and Bowyer also attempted to dismiss the sexual assault and harassment by insinuating “It took place outside of the office and off hours.” According to multiple former Turning Point Action employees, it is very common to work weekends and off hours. Martinez, who the Victim stated she had worked with as a subordinate, “had asked me if I might show him around a little bit, but I was tired and busy, so I declined. The next day, Matthew asked me if I would drive him to a meeting. He didn’t have a car, so I thought I was being helpful. He told me to expense my mileage because it was for work and that Tyler had approved it.”
Again the Legal Precedent is Clear:
“When it comes to workplace sexual harassment occurring outside the office, U.S. courts have established that liability can still apply under certain conditions, rooted in Title VII of the Civil Rights Act of 1964, which prohibits sex-based discrimination, including harassment, in employment. The key question is whether the incident is sufficiently connected to the work environment or employment relationship, even if it happens off-site or after hours. Here’s a breakdown based on legal precedent: Employer Liability for Off-Site Conduct: Courts have ruled that employers can be held liable for harassment occurring outside the workplace if it involves coworkers or supervisors and impacts the work environment. For example, in Ferris v. Delta Air Lines, Inc. (2d Cir. 2002), the court found that an employer could be liable for a supervisor’s off-duty assault of an employee during a layover, as it stemmed from their work relationship. The reasoning hinges on whether the conduct “alters the conditions of the victim’s employment” (Harris v. Forklift Systems, Inc., 510 U.S. 17, 1993). Work-Related Events: Incidents at company-sponsored events—like holiday parties or retreats—often fall under employer responsibility. In Ocheltree v. Scollon Productions, Inc. (4th Cir. 2003), harassment at an off-site company event was deemed actionable because it was an extension of the workplace.”
A Call to Other Victims to Come Forward Amidst A Developing Pattern of Behavior, Permissive Culture, and Cover-up of Sexual Assaults
All other victims are called upon to come forward with their stories against what appears to be a developing pattern of behavior, permissive culture, and cover-up of sexual assaults. Turning Point Action is called upon to immediately conduct proper investigations without baseless legal threats and intimidation against victims, and take corrective action including intensive sexual harassment and safe environment training of all employees and related organizations and to investigate and take appropriate actions as investigations and up to and including dismissal of any and all employees involved in sexual assaults or cover-ups.