So should a compliance professional have visibility into post-complaint employment decisions, or is it time to go down and have a cup of coffee with your head of HR and try to figure out a plan? Or is if you have to wait till then, are you really waited too long?

Yeah.

No, I- Y- here's the thing.

Every employment decision, that wouldn't be scalable.

Compliance can't be part of every single one of those.

We know that.

And so I would start with thinking about the minimum amount of information necessary to identify risk, and frame this as a risk discussion, not just as a retaliation discussion.

Could you maybe talk about some of the other types of retaliation you've heard about, come across or bumped into that's less than actual termination?