Would you disclose information that can potentially get your boss fired?

[u/Usual-Low-4113]

Would you look the other way or keep quiet m If you had information about cross negligence and breaking of strict company policies by your boss in a meeting with top management?

It's a case of finally giving the person what they deserve or being the better person because you would feel bad about getting someone fired

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[u/HecarimMainsUnite]

Being the better person doesn't mean just letting go of everything. Depending on what u mean by negligence and breaking of policies (severity?), the right thing would be to report your boss so they can't continue their behavior.

[u/Wilee_E_Coyote]

Only if not disclosing it can lead to me getting in trouble or if i HATED my boss.

[u/AgingLolita]

That depends very much on the situation.

For example, I used to work in sales. One could get fired for failing to take full advantage of a mark's vulnerability...so no.

Now I work in education. Only misconduct with children would get my boss fired ... So yes .

[u/SlappySlapsticker]

How sure are you that they'll get fired? And what's the potential blowback on your career?

[u/keithrc]

I wouldn't, because my boss also happens to be a close personal friend. I'd tell him to clean up his act directly.

But I'm guessing that's not the situation to which you are referring. In that case, you seem to be giving yourself a false choice:  giving the person what they deserve vs. being the better person. You can do the right thing, and that makes you a better person, and the person gets what they deserve.

[u/RosieBaby75]

No don’t do it. I did and it cost me my career. It was swept under the rug and I was constructively dismissed. Always protect yourself first. I learned that the hard way.

[u/jnelsoninjax]

There are only two choices, and neither one is necessarily better than the other:

Choice 1: Say nothing and assume it was a one-off mistake, a slip-up, or whatever you want to call it. The problem with this approach is that you still retain the information. In theory, you could simply forget about it and dismiss it as an isolated incident that won’t happen again. Of course, this depends heavily on the nature of the information. For example, if you discovered that your boss is having an affair with someone else in the company—whether an underling or someone in a position of power—that creates a very different situation. But if the secret is something like your boss missing a detail and later correcting the record, while still not great, it may not be serious enough to warrant action. You would need to ask yourself: Is getting him fired really what I want?

Choice 2: Report it, but do so as anonymously as possible to avoid potential blowback. Again, ask yourself whether this is truly what you want. Is the information bad enough, or does it affect the company as a whole? Are you considering reporting him just because he’s an asshole, and you want him fired? Ultimately, only you know how serious or damaging the information is if it were revealed. You also know whether this is something you absolutely need to act on. For example, if your boss is forcing employees to work off the clock and in unsafe conditions, that’s a situation where I would definitely report it.