Question

When an employee discovers a corruption or misconducts performed by a manager what should he do? What are the risk and benefits that he may be exposed to? What is the role the HR department working with management should do to reduce the fear and risk to employees from reporting corruption incidences?

Answer 1

When an employee discovers unethical behaviors, corruption or misconduct performed by a manager, the employee should complain to the HR department and higher management regarding manager's conduct. The employee should clearly report the incident, nature of it and highlight how it tampers company's reputation. The incident could involve manager giving bribes to Govt. officials for getting some company work done.

The risks associated are:

• The manager can find out the employee complaint and seek revenge using his powers as a manager
• Higher management may also be deeply involved in corrupt acts and may fire the employee when he reports

Benefits associated are:

• The company may award employee's honesty and for having a spine to report corrupt practices
• The employee would not feel guilty conscious for not reporting something that could harm the company in long-run

Role of HR  working with management to reduce the fear and risk to employees from reporting corruption incidences:

• Define policies and communicate - HR team must define policies that showcase no tolerance for misconduct or corrupt practices. Once an employee reports misconduct by the manager, a strict action as per the policy must be initiated against the manager. Also, employees must be assured and protected from any revengeful actions against them for reporting such an incident. Basically, the policy should have provisions for terminating the employment of managers that indulge in corrupt practices so that they lose their power to get even with the employee.
• Educate employees - HR department must conduct sessions for employees to build awareness about policies such as "Whistleblower policy". HR should answer all employee queries and educate employee on how they are protected under such policy. The idea should be to allay all fears employee have in their mind.
• Anonymous complaints - HR team must have a policy of anonymous complaint. The manager must never find out who reported him/her to the HR. With this, an employee can be free from any fear of complaining and reduces the risk they are exposed to.
• Investigate and Intervene - HR department should be responsible for investigating the complaint without any bias. They should be transparent with the results and intervene where required to stop the corrupt practices or misconduct. Such behaviors assure employees that they can be open and their complaints would be heard.