Report it immediately. Retaliation itself is a serious policy violation.

You can still report it. Companies provide multiple reporting channels, such as HR, compliance teams, or hotlines, so employees are not required to report concerns directly to the person involved.

Retaliation includes any negative action taken against someone for reporting a concern, such as discipline, demotion, exclusion, harassment, or changes in job duties.

Good faith means you honestly believed there might be an issue, even if it later turns out there wasn’t one.

No, the company protects individuals who ask questions or report concerns in good faith. It is your responsibility to request help or clarification whenever you have a concern. Retaliation against those who speak up is not tolerated and is strongly opposed by management.

You should ask your manager for clarification about the request. If you are uncomfortable speaking to your manager directly, you can talk to another supervisor, HR, or use your company hotline.

No, you should not use company property—such as a company truck—for anything other than proper company business. Managers should not ask employees to perform personal errands on company time.

Retaliation can include termination, demotion, reduced hours, negative performance reviews, exclusion from meetings, changes in job duties, harassment, or any unfair treatment linked to raising a concern. Retaliation—whether obvious or subtle—is not tolerated.

Yes. Many companies offer anonymous reporting options, such as ethics or compliance hotlines. These tools allow employees to raise concerns confidentially while still providing the company an opportunity to review the issue.