Fear and Loathing in the Workplace: A Compliance Case Study
The People:
Ayana – An employee in a department at the university
Carlos – Her teammate
Dr. Curry – Their supervisor and department head
The Setting:
An office in a department at the university
The Event:
As Ayana opened the door to walk into the office, she wondered what the day would be like. She had always loved her job at the university – it challenged her and allowed her to work with people from all over the world. But lately, there was tension in the air.
There was a lot of whispering, and groups would disperse when their manager, Dr. Curry walked by. Ayana and her colleagues tried not to draw too much attention to themselves as they worked; she felt like they were all walking on eggshells.
When did things get so bad?
From what Ayana could remember, things started to change when her colleague Carlos met with Dr. Curry to express a concern. He felt like procedures were not being followed correctly, and he was worried about the team’s safety. According to Carlos, instead of thanking him for bringing his concerns to her, Dr. Curry told him she didn’t appreciate his negativity; she also instructed him not to share his concerns with anyone else. Later, during a staff meeting, Dr. Curry told the entire team that if they had any problems with the way she was running the office, they should not report it to anyone outside the office, but should come to her.
She went on to say that employees who showed a lack of loyalty rarely did well on reviews, and almost never earned raises. Later, someone overheard her talking about Carlos, saying, “It will be such a relief when he is gone.”
Ayana wondered if things would ever change. People were afraid of Dr. Curry, and what she might do if they expressed a concern or made a suggestion. But, what if the things Carlos was worried about came to fruition? What if someone was injured because the safety issues were ignored?
Ayana wondered whether she had the courage to say something.
After weighing her chances, she decided to speak up. Ayana called the VCUHelpline and reported Dr. Curry’s behavior. The results of the investigation showed that Dr. Curry had misused her authority by threatening retaliation against anyone who spoke up. She was required to receive verbal counseling and was re-trained for her position.
The Takeaway:
Unfortunately, Ayana and her colleagues are dealing with a situation some of us have experienced: Fear of retaliation in the workplace. Retaliation can take many forms; it can include a negative performance review without basis, a transfer or reassignment, a cut in pay, or a demotion or lack of promotion, among other things. It usually occurs as a result of an employee reporting a concern or participating in an investigation.
But, as prevalent as workplace retaliation might be, it’s important to note that it’s not only against our values, it’s also illegal. Because of this, we take allegations of retaliation seriously; we applaud – and protect – those who have the courage to do what it takes to stop it. By supporting those who do speak up, by promoting a “speak up culture” at VCU, we send a message to those who might be thinking about retaliating against the employees they manage. So, if you’re like Ayana, wondering whether YOU have the courage to speak up, we say, “You have to speak up to stop it.”
And, we’ll be here to help you when you do.
To learn more about how to get help please contact the Integrity and Compliance Office’s Helpline at VCUHelpline.com or 1-888-242-6022.
Please note: The names and details in this case study have been changed to protect the identity of the people involved in the actual case investigated by our office.