What if I report a manager for a compliance concern and I’m wrong?

If something feels improper, you should ask or report it.

Employees are protected from retaliation when they raise concerns in good faith—even if it turns out there was no violation. If something feels improper, you should ask or report it. It is always better to ask and be wrong than to stay silent and do the wrong thing. If you report a concern in good faith, you are protected by a robust non-retaliation policy, even if your concern turns out to be a misunderstanding. The company will not tolerate any retaliation against employees who ask questions or report actions inconsistent with our Code of Conduct.

Short Scenario (1:48): Watch how an employee navigates reporting his manager for a compliance violation in a real-world situation.

EMPLOYEE QUESTION (Part1)

Over the past two weeks, my manager has asked me to take one of the company trucks, pick up several boxes from the warehouse, and drop them off at her house. I don’t know what is in the boxes, and I feel uncomfortable doing this on company time. What should I do?

Feedback 1
Your manager shouldn’t be asking you to do personal errands on Company time, and you shouldn’t use Company property – like a Company truck – for anything other than proper Company business. If you think your manager is asking you to do something improper, you should ask your manager about it. If you don’t feel comfortable doing that, you can talk to another supervisor, HR, or use the company hotline.

EMPLOYEE QUESTION (part 2)

It turns out I was mistaken, and my manager was asking me to do something work-related after all. Am I going to be in trouble for calling HR? I think my manager might be annoyed.

Feedback 2
You did the right thing. Whenever you have a concern, it is your responsibility to ask for help or clarification. It is better to ask and be wrong than not ask and do the wrong thing.

The Company has a robust policy against retaliation, and that policy has the full support of management. The Company will not tolerate any retaliation against someone who in good faith asks a question or reports actions that may be inconsistent with our Code of conduct, policies, or laws or regulations.

Your manager should understand this and knows that leadership’s responsibility is to create and support an environment where individuals feel comfortable speaking up.

Why this matters

Employees are expected to speak up when something doesn’t seem right. Non-retaliation policies exist to ensure employees can raise concerns without fear—especially when those concerns involve a manager.

If something doesn’t feel right, ask.
You’re not expected to be an expert or to prove a violation. Asking questions helps prevent small issues from becoming bigger problems.

If you’re unsure, speak up anyway.
It’s always better to ask and be wrong than to stay silent and risk doing the wrong thing. Good-faith questions are encouraged and protected.

Compliance depends on employees feeling safe to raise concerns.
Non-retaliation policies exist to ensure employees can speak up without fear of retaliation. When people feel safe reporting concerns, everyone and the company benefit.

What should employees do?

When faced with an unclear or uncomfortable situation—especially involving your manager—seek guidance rather than make assumptions. Check your company’s Reporting a concern/Non-retaliation policy. You will not be penalized for asking questions or seeking clarification—even if no violation is found.

What Policy or Rules Typically Apply

This scenario is usually governed by a company’s Code of Conduct, and Reporting a Concern/ Non-retaliation Policy.

Why Reporting Is the Right Decision

Reporting a concern isn’t about making accusations or assuming someone has done something wrong. It’s about asking questions, gaining clarity, and ensuring company resources, policies, and expectations are followed appropriately.

When employees raise concerns in good faith, potential issues can be reviewed early—before they turn into larger compliance, legal, or reputational problems. Even when a concern turns out to be a misunderstanding, speaking up helps reinforce transparency and accountability.

Just as importantly, many compliance issues are only visible at the employee level. Companies rely on employees to speak up because leadership can’t see everything. A strong speak-up culture helps ensure managers and employees alike are held to the same standards.

That’s why non-retaliation protections exist. Employees should feel safe asking questions and raising concerns without fear of retaliation. When people feel protected, compliance works the way it’s intended to.

What to Do If You Have a Concern

If something doesn’t seem right, you have options:

  • Ask your manager for clarification if you feel comfortable doing so

  • Speak with another supervisor or Human Resources

  • Use the company’s reporting process or whistleblower/ethics hotline

You are not required to investigate the issue yourself or determine whether a policy was violated. Your responsibility is simply to raise the concern in good faith.

Top Frequently Asked Questions and Answers(FAQs)

Can I report anonymously?

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.

What are examples of retaliation?

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.

Is it okay to use company property for personal errands?

  • 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.

What should I do if I think my manager is asking me to do something improper?

  • 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 the company hotline.

Will I get in trouble for calling HR if I was mistaken about a violation?

  • 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.

What does “good faith” mean?

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

What is retaliation?

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

What if the concern involves my manager?

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.

What should I do if I experience retaliation?

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

How to use Compliance Scenarios in your training program

Don’t just teach the non-retaliation policy once. Xcelus recommends that three days after you  code of conduct training, ‘push’ this truck-errand scenario to learners to reset the forgetting curve and ensure they remember that leadership’s responsibility is to create an environment where individuals feel comfortable speaking up.”

Looking for more real-world compliance scenarios? Browse our library of short, mobile-first scenarios covering gifts and entertainment, sales ethics, accurate records, and workplace conduct.