Recognizing the potential cost, this study investigates the consequences of informal and formal disclosure or complaints in response to workplace mistreatment, particularly discrimination, harassment, and retaliation, addressing a significant theoretical and empirical gap that spans decades. Employing grounded theory to study these social and psychological processes, the study develops an organizational punishment-industrial discipline nomological network of what employees can expect when engaging in the formal, informal, or even consideration of workplace grievance processes and how this network is moderated by ethnicity and age. This study expands organizational punishment-industrial discipline theory to include intentional actions such as ostracism in person and virtually, and individual and institutional gaslighting. Findings from 50 qualitative interviews and archival records concerning 160 employees indicate many participants experienced negative professional consequences such as adverse performance reviews, blacklisting, constructive discharge, reduced work contracts, and diminished career opportunities. Additionally, participants reported negative physical, psychological, and emotional impacts, from weight gain to feelings of revictimization, hypervigilance, and imposter syndrome. Despite the potential empowerment felt by a minority, the study underscores the pervasive challenges, including lack of confidentiality, investigation, and due process within grievance procedures. The resulting nomological network provides a nuanced understanding of the multifaceted consequences faced by employees who engage in or consider engaging in formal disclosure processes.