In this article, you will learn:
It is generally considered best practice to meet with an attorney if you think you need to report wrongdoing within your company. However, it is not required. Meeting with an attorney in this situation exposes you to the proper terminology you could use in written communication with your employer.
These types of issues are often carried out and responded to verbally. When someone does finally retaliate and do something like terminate or demote you, things quickly evolve into their word versus yours. Having things in writing will significantly help your case. Having a robust arsenal of vocabulary at your disposal will help you even more.
If no one else is aware of or agrees that you have reported the incident, we strongly advise you to meet with an attorney. Doing this ensures you are equipped to take the necessary steps in reporting or escalating the situation. An attorney will likely walk you through:
You can report wrongdoing at your company and remain anonymous. Many companies have a phone number or hotline you can call and leave a tip, allowing yourself to remain anonymous. There are other ways to report wrongdoing anonymously, but this is generally the most efficient way.
If you do leave a tip and the situation ends up escalating, we highly advise you to save your call log, emails, or automatic response that acknowledges your tip was received. This will make things much easier for you down the road.
It is best if you report wrongdoing within no less than 24 to 48 hours of the wrongdoing having taken place. Doing this ensures, as much as possible, that the incident can be investigated appropriately.
When deciding to go through with reporting wrongdoing, it is best to review your employee handbook first. Employee handbooks usually outline the reporting structure.
Although each company is different, these processes typically begin with informing an immediate supervisor. If it is your supervisor’s wrongdoing that you are reporting, then you will likely need to report the incident to their immediate supervisor, if not directly to human resources. Reporting to human resources is generally a good practice since you do not interact with them daily, nor are they the party you are likely reporting.
Processes for federal employees and some corporations have an ethics or EO department you would report to.
Regardless of the specific circumstance you find yourself in, meeting with an attorney can equip you to report an incident properly.
For more information on Employment Law in Illinois, a free initial consultation is your next best step. Get the information and legal answers you are seeking by calling +1-888 5WHISTLE today.
Contact our Chicago office if you are experiencing workplace discrimination so that our attorneys can assist you in holding the employer accountable for its actions.
We serve as a diverse group of trusted advisors for employees and have been dedicated and committed to finding solutions for our client’s legal issues and serving as their fierce advocate in and out of courts. There are strict deadlines for filing a lawsuit of which you must be mindful. Do not miss out on the opportunity to hold your employer accountable for its unlawful actions. Unsure of the next steps to take? Call us for a consultation.
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