Rogers Behavioral Health NLRB Case Highlights Licensing Complaint Risks for Clinicians

When a workplace dispute turns contentious, most licensed professionals think about their job. Fewer think about their license. Yet a conflict with an employer can sometimes bring a second concern: a report to the agency that regulates your profession.

A pending federal labor case involving Rogers Behavioral Health in Wisconsin has drawn attention to that overlap. The allegations have not been decided, and Rogers has said it follows applicable law. The case is still a useful moment for clinicians to understand how employer-initiated licensing complaints work, and how to respond calmly if one ever arrives.

What happened at Rogers Behavioral Health?

On October 8, 2026, a National Labor Relations Board (NLRB) regional director issued a complaint against Rogers Behavioral Health, according to reporting by the Wisconsin Examiner. The complaint arises from a union-organizing campaign at Rogers clinics in Wisconsin.

According to that reporting, the NLRB complaint alleges that Rogers unlawfully fired six employees because of their union support and protected activity. It also alleges that employees were threatened with criminal charges, civil charges, litigation and professional misconduct complaints.

Separately, the Wisconsin Examiner reported that a Rogers executive submitted a complaint against one of the fired employees, Kate Zolandz, to the Wisconsin Department of Safety and Professional Services (DSPS), which oversees professional licensing. The NLRB complaint does not mention that licensing complaint. These are two different matters before two different agencies.

According to the same report, DSPS wrote to an attorney representing Ms. Zolandz that the information submitted "does not indicate a violation" of the relevant state laws or administrative codes. That reported response is not a formal disciplinary adjudication, and it does not decide anything about the employer's motives.

In a statement reported by the Wisconsin Examiner, Rogers said it respects all employees' rights under the National Labor Relations Act and follows applicable law and longstanding policies. Rogers declined to comment on the pending allegations. A hearing before an NLRB administrative law judge was scheduled to begin December 14, 2026. None of the allegations has been finally decided.

When an employer reports a clinician to a licensing board

Employers report licensed staff to regulators for many legitimate reasons. Some reports concern genuine safety or conduct problems. In many professions and states, employers also have mandatory reporting duties, for example after certain terminations or resignations tied to professional conduct.

A licensing complaint can also arise in the middle of a contested employment dispute. When that happens, it helps to remember that the licensing board is not the employer's agent. The board, or the agency that supports it, reviews the information under its own laws and rules. It decides whether the facts described could amount to a violation, and whether further investigation is warranted.

In other words, who filed the complaint matters less to the board than what the complaint actually alleges and whether evidence supports it.

Can a licensing complaint be retaliatory?

Sometimes a professional believes a complaint was filed to punish them for something unrelated to patient care, such as raising safety concerns, joining a union, or filing a grievance. Federal labor law protects many employees' rights to organize and act together. The NLRB explains that employers may not interfere with, restrain or coerce employees in exercising those rights, including by threatening adverse consequences for protected activity.

Retaliatory motive may be relevant in some settings, such as an employment or labor proceeding. However, an allegation of retaliation does not automatically cancel a licensing complaint. A board may still review the substance of the allegations. A complaint can be partly true and also be filed for questionable reasons, or it can lack merit regardless of motive.

Workplace protections, professional reporting obligations and licensing rules overlap in ways that vary by state, profession and employment setting. If you believe a report was retaliatory, that is often a question for an employment or labor attorney, while your board response should stay focused on the facts.

What should a licensed professional do if an employer threatens to report them?

These steps are general education, not legal advice:

1. Preserve lawful access to relevant communications you are entitled to keep, such as your own emails, texts, schedules and performance reviews.
2. Build a factual, dated timeline of what happened and when.
3. Review your workplace policies and your profession's licensing requirements.
4. Avoid confrontational, emotional or speculative messages to your employer or colleagues.
5. Protect patient and client confidentiality. Do not remove protected health records or confidential employer files without authorization.
6. If a complaint is filed, identify the actual deadline in the board's letter and calendar it.
7. Consider speaking with an attorney, especially when employment retaliation, union rights or serious license consequences are involved.
8. If the regulator asks for a response, prepare an organized, factual reply that answers each allegation.

For more detail, see our guides on how to document your side of a board complaint and how to respond to a licensing board investigation letter.

How Wisconsin licensing complaints are reviewed

In Wisconsin, DSPS supports many professional examining boards. Complaints are typically screened first to decide whether the information, if true, could be a violation of the laws and rules that apply to that credential. Many complaints close at that early stage. A complaint by itself is not a disciplinary finding, and procedures differ by profession and board.

Wisconsin clinicians can find state-specific information in our guides for Wisconsin licensed professional counselors and Wisconsin clinical social workers. For a general starting point, read what to do if you receive a licensing board complaint.

How BoardWise helps professionals navigate licensing complaints

BoardWise offers educational guidance for licensed professionals facing board matters. The platform helps you understand the process, organize a timeline, and craft a structured, factual response to board correspondence. BoardWise is not a law firm, does not provide legal advice, and is not involved in the Rogers matter or connected to any party in it.

Facing a Licensing Board Complaint? Get Guidance with BoardWise.

Frequently Asked Questions

Can my employer file a complaint against my professional license?

Yes. Employers, patients, colleagues and others can generally file complaints with a licensing board. Some employers are required to report certain conduct. The board then reviews the complaint under its own rules.

What if I believe my employer's complaint is retaliatory?

Keep your board response focused on the facts of each allegation. Concerns about retaliation may be important, but they are often addressed through employment or labor processes. An attorney can help you decide whether and how to raise them.

Does a licensing board have to investigate every complaint?

Not fully. Boards usually screen complaints first, and many are closed when the information would not amount to a violation even if true. Practices vary by state and profession.

Can I keep working while a complaint is pending?

Usually, yes, unless the board has restricted or suspended your license or your employer has made a separate employment decision. Read any board order carefully for its exact terms.

How do I respond to allegations I believe are false?

Respond calmly and specifically. Address each allegation, separate what you personally observed from your interpretation, and attach relevant documents you are allowed to share. Avoid attacking the complainant.

Should I hire an attorney if my employer reports me?

It is worth considering, especially if the matter involves possible discipline, a hearing, union activity or employment retaliation. A professional license defense attorney can advise on your specific circumstances.

A measured takeaway

The Rogers matter remains unresolved, and its allegations should be treated as allegations. For licensed professionals, the broader lesson is steady: complaints deserve fair review, workplace disputes and licensing questions are separate tracks, and accurate documentation is one of the best protections you have.

This article is general educational information, not legal advice. BoardWise is not a law firm.

Source: Wisconsin Examiner, October 14, 2026