You are a newly-hired accountant working in the Finance department, and you have just received your CPA license.

You are a newly-hired accountant working in the Finance department, and you have just received your CPA

license. Finding this job was dif±cult, but you ±nally have an in-house job with everything on your wish

list for your ideal position. As you audit some expense reports and bills you discover a pattern that appears

to have been going on for over a year. One of the top salespeople has been submitting over-stated expenses

reports. The discrepancies average about $200 per month and have been as high as $400 per month. During

on-boarding, you were told about the company's strict policy that requires receipts for reimbursement, but

you also know that the IRS does not require receipts for expenses less than $25, a threshold which none of

the missing receipts exceed.

You just read an article about a high-pro±le whistle-blowing case where an employee reported her suspi-

cions that her boss was possible engaged in insider trading. This person faced four months of interrogation

from various departments within the company, was "outed" to her boss as a "snitch" and when asked about

an internal transfer was told she could ±nd a transfer within the company by herself or simply ±nd another

job. You also remember from your university law classes that whistle-blowers are not protected as much as

one would think.

The question is: What criteria are you going to use as you determine your path of action which can range

from doing nothing, to going to your supervisor, or making an anonymous report to the company hot-line.