SHRM’s 11 Million Dollar Verdict and Why You Should Never Be Afraid to Report Workplace Concerns

As an Employee Relations investigator, I review complex issues every day. I interview employees, evaluate evidence, and determine whether misconduct or retaliation has occurred. Because of that work, I can tell you with absolute confidence that one recent case should matter to every employee and every HR professional.

A jury awarded 11 million dollars in damages in a case involving SHRM, the Society for Human Resource Management. Yes, the same SHRM that teaches organizations how to handle workplace complaints was found liable after an employee raised concerns and later faced retaliation.

This verdict is not just a headline. It is a clear reminder that reporting concerns is a legally protected activity. When employees speak up, the law is designed to protect them, and companies are expected to respond appropriately. If they do not, juries will not hesitate to hold them accountable.

Why You Should Never Be Afraid to Report Concerns

I understand why people hesitate. Many employees fear that speaking up will damage their careers. Others believe that their concerns will not be taken seriously. Some have already seen what happens when organizations mishandle complaints.

Here is the truth I want you to hear from someone who does this work every day. You have the right to report concerns. You have the right to be treated fairly. You have the right to work in an environment that does not punish you for doing the right thing.

When you report issues, you trigger important protections for yourself. The moment you raise a good faith concern, the law prohibits the company from retaliating against you. They cannot demote you, isolate you, reduce your workload or opportunities, or terminate you because you spoke up. If they do, the consequences can be significant, as this 11 million dollar verdict shows.

Documentation Is Your Best Protection

I encourage everyone to document their concerns. Documentation is not a sign of distrust. It is a practical step that helps ensure your voice is accurately represented.

Good documentation includes clear and factual information such as dates, times, names, specific behaviors, and the impact of those behaviors. Keep emails or messages that support your account. After any meeting, send a short follow up email that summarizes what was discussed. For example, you might say:

"Thank you for meeting with me today. I want to confirm that we discussed my concern regarding..."

This type of written record becomes incredibly valuable if an investigation is needed. It also protects you if the situation escalates or if someone later questions the accuracy of your report.

What This Verdict Means for Employees

The SHRM verdict proves that even the most well known organizations can be held responsible when they mishandle complaints or retaliate against employees. It shows that juries understand the importance of protecting people who speak up.

Most importantly, it reinforces something I tell employees all the time. Your concerns matter. Your experiences matter. You deserve to work in an environment that supports you and addresses issues promptly and fairly.

If something feels wrong, report it. If you are unsure, ask questions. And if you ever worry about whether you have the right to speak up, remember this 11 million dollar reminder. Accountability is real, and your voice is powerful when you use it and document it.