I work in an office where HR gives out quarterly “employee conduct bonuses”—basically $500 if you have zero documented issues. Sounds nice, right? Enter my coworker Megan, who figured out the easiest way to get her bonus was to report everyone else for tiny “violations” so they’d lose theirs.
She would file HR complaints about people taking a 4-minute-longer lunch, whispering during “focus hours,” wearing sneakers, or even using the microwave “too loudly.” HR never questioned it because Megan wrote her reports like she was drafting courtroom evidence. Because of her, she always got her bonus while everyone else stood not a chance.
I decided it was time to change that. I started gathering my own documentation: screenshots of her messaging coworkers after hours (a clear policy violation), photos of confidential paperwork she left out, timestamps of her coming in late daily, and even video of her gossiping about clients in the break room.
When bonus review season came around, I sent HR a single email titled: “Conduct Concerns Regarding Megan — Documentation Attached.”
HR called her in this time. Turns out she was already on thin ice for excessive reporting, and my email triggered an audit of every complaint she had ever filed. They discovered that half of them were exaggerated or outright false.
The investigation uncovered that Megan had a history of this misconduct, and HR revealed numerous complaints that had never been submitted before once the dam broke. By the end of it, Megan didn’t just lose her bonus; she was the one in the hot seat.
As for me, I learned that while it’s tricky to handle accusations, a proper, unbiased investigation is essential. Every employer has a legal duty to handle complaints fairly. Sometimes complaints are false because of misunderstanding, but when they are knowingly untrue, disciplinary action is the only way to maintain trust.
I’m just glad the tables finally turned. Megan’s reign as the office snitch is over, and the rest of us can finally use the microwave in peace.
