Workplace bullying and harassment have become challenging issues in many organizations and industries. Such misbehavior often involves intentionally harming others psychologically and/or emotionally on the job, as well as the development of a hostile work environment. While bullying and harassment can occur independently of each other, thus representing different issues, growing evidence suggests that these acts are interrelated, functioning together based on a prevailing negative corporate culture. Unfortunately, such misdeeds can make the workplace even worse because of the way they can encourage poor employee morale, negative work attitudes, and low job performance. Being one of the largest investment companies with a workforce of over 40,000 employees, Fidelity has faced many of these challenges, likely based on the sheer number of individuals who work there. The company terminated several successful money managers because of alleged sexual harassment and workplace bullying. Fidelity has a strict zero-tolerance policy that prohibits harassment and other forms of inappropriate behaviors in the workplace. When incidences do occur, company officials promptly investigate what actually happened and address any issues as quickly as possible. However, more is probably at work here, with signs pointing to a possible negative corporate culture. Fidelity has been dealing with harassment and bullying for some time, with employees complaining about a multitude of concerns. Many of the issues raised have been directed at the unethical conduct of portfolio managers who work in the equity division of Fidelity. Incidences have included disapproving comments made by individuals about the appearance of others, sexual remarks directed at women, and workplace bullying that targets both men and women victims. One internal report even pointed to persistent misbehavior that created a culture that was not supportive of women employees; it also highlighted a merit-oriented compensation structure that encouraged excessive politics among portfolio managers and analysts. A number of these infractions have led to the termination of several successful money managers. One individual was terminated for making sexual remarks to coworkers, while another was fired for sexually harassing a junior female colleague. Through terminations or retirements, other individuals were pushed out of the company for bullying their coworkers. These cases highlight the important notion that employees have a right to operate in a work environment that is free from harassment and bullying. Consequently, employers should develop policies and practices that protect workers from such misconduct, and that encourage immediate action when rules are broken. Even though there is growing awareness of these concerns, challenges related to workplace harassment and bullying will likely continue—power, position, and self-interest will always have the capacity to corrupt individuals and motivate them to misbehave. Wilson, an employee in a private-sector bank, has been suspected of stealing company funds and subsequently threatening and harassing some of his coworkers who refused to participate in his plans. Wilson, however, completely denies the accusations and maintains that he is innocent. Because of the lack of strong evidence, the ethics committee of the company decides to administer a polygraph test to Wilson. To ensure compliance with the rules of the Employee Polygraph Protection Act, which of the following should the committee do while conducting the test?   a. It should decide if Wilson is to be terminated or retained solely based on the exam results.     b. It should not allow Wilson to stop the test at any time depending on his personal will.     c. It should only use licensed, bonded examiners to conduct the test.     d. It should not inform Wilson or get his permission prior to conducting the test.