Myth or Fact
It's okay to use the Helpline just to ask a compliance question.
FACT: The Helpline isn't only for reporting misconduct. It's also a resource for getting guidance.
An employee who raised a concern is moved to a lower‑visibility project with no explanation. This may be an example of this?
Potential Retaliation
If I'm not 100% sure something is wrong, I shouldn't report it.
MYTH: You don't need proof to raise a concern. The Helpline is for reporting concerns, asking questions, or seeking guidance when something doesn't seem right.
Speaking up helps protect employees, customers, and the company.
FACT: Early identification of issues can prevent larger issues/concerns and support an ethical workplace.
If I report a concern and it turns out to be a misunderstanding, I could get in trouble.
MYTH: As long as the report was made in good faith, employees are encouraged to speak up without fear of punishment.
An employee receives constructive feedback that is consistent with their past reviews.
No, may not be considered retaliation - normal performance management.
Retaliation against someone who raises a concern is prohibited.
FACT: We have a strict non-retaliation policy to protect employees who speak up in good faith.
Once I submit a report, I will always be told the outcome of the investigation.
MYTH: Organizations often cannot share all investigation details due to privacy and confidentiality requirements.
Anonymous reporting options may be available through the Helpline.
FACT: Our Helpline allows anonymous reporting where permitted by local law.
A coworker files a safety complaint. The supervisor tells the team, “Watch what you say around her—she gets people in trouble.”
Retaliatory behavior - Threats, intimidation, or creating a hostile environment because of a complaint may count as retaliation.
Reports to the Helpline can only be made by employees.
MYTH: Contractors, suppliers, customers, patients, and other stakeholders may also be able to use the Helpline, depending on company policy.
A "speak-up" culture helps prevent problems before they become bigger issues.
FACT: Organizations with strong reporting cultures are often better positioned to identify and address risks early.
The Helpline should only be used for major concerns or issues.
MYTH: Even small concerns, suspicious situations, or policy questions are worth raising.
After raising a concern, an employee stops being invited to meetings they previously attended.
Potential Retaliation
A concern involving a manager can be reported through the Helpline.
FACT: The Helpline provides an alternative reporting channel when an employee is uncomfortable reporting directly to their manager.
If a coworker asks me not to report something, I should respect their wishes.
MYTH: Potential misconduct or policy violations should still be reported through the appropriate channels.
The sooner a concern is reported, the easier it is to address.
FACT: Early reporting often helps limit risks and allows issues to be investigated more effectively.
An employee files a harassment complaint. Two months later, they receive a documented performance warning for issues that existed long before the complaint.
Potential Retaliation - If the timing is suspicious and the issues were ignored until after the complaint, it may be retaliatory.
Reporting concerns directly to a manager is the only acceptable reporting method.
MYTH: Employees typically have multiple reporting options, including managers, HR, Compliance, and the Helpline.
Reporting concerns is part of everyone's responsibility.
FACT: A strong ethical culture depends on all employees speaking up when they see something concerning. It is every employee's responsibility to report issues and concerns.