Nurse Whistleblower Journal: Silent No More

Friendly reminder: I only accept friend requests from people I know, trust, and actually like. So if you're an old coworker, former HR rep, or anyone who treated me like garbage on my way out the door- don't flatter yourself.  If you suddenly remembered I exist after I started blogging about retaliation, lawsuits, or federal violations...  don't worry, I noticed that timing too. Digital footprints are a lot louder than you think. -- K 

It’s now July 13, and I still haven’t received my COBRA election notice from Venture Forthe. That’s a violation of federal law . Specifically, they’ve broken the Consolidated Omnibus Budget Reconciliation Act (COBRA), which is governed under ERISA – the Employee Retirement Income Security Act of 1974. Let me break down what they were required to do: - After a qualifying event like a resignation or termination, the employer has 30 days to notify their group health plan administrator. - Then, the plan administrator has 14 more days to send out your COBRA election packet. - That gives them a total of 44 days to notify you of your right to continue your health insurance. If my qualifying event was classified as May 22 (which Venture Forthe claims was my "resignation" date), that means they were legally required to get that notice to me by July 5 . And here we are. No email. No letter. No packet. Nothing. That’s not just neglect. That’s a federal violation under ERISA’s COBRA ...

I’ve re-read the denial letter from the New York State Department of Labor several times now - not because I’m unsure of what it says, but because of what it doesn’t say. Let’s be clear: The letter doesn’t say I wasn’t retaliated against. It doesn’t say I wasn’t harassed. It doesn’t say my claims were false. Here’s the exact wording again:  “You quit due to dissatisfaction with the actions of your employer.”  “Although you state you were forced to resign, the available information shows that your separation from employment was voluntary and you have not shown that you had a compelling reason for resigning.” Let that sink in. They didn’t refute a single fact. They just dismissed it all as "dissatisfaction," like I quit because someone stole my parking spot or I didn’t like the lunch menu. That isn’t an investigation. That’s a "rebranding". Let’s be honest - the language in that denial doesn’t read like something a legal analyst wrote after reviewing evidence. It read...

After six weeks of certifying and unsuccessfully calling the Department of Labor nearly every day to try to speak to an actual person - sometimes multiple times a day - I finally got their decision. And let me tell you, it reads like it was written in crayon. Here’s exactly what they said:  “You are disqualified under Section 593.1 of the Unemployment Insurance Law because  you quit your job without good cause.” Then they doubled down with this insulting explanation: “You quit due to dissatisfaction with the actions of your employer. Although you state you  were forced to resign, the available information shows that your separation from  employment was voluntary and you have not shown that you had a compelling reason for  resigning.” That’s it. No reference to the hostile environment. No mention of the retaliation. No acknowledgment that I submitted a paper trail, formal complaints, timelines, witness names, and photographic evidence. No mention that I was ghos...

That question has come up more than once. And fair enough, anyone can tell a story. But not everyone documents it, cross-references it, timestamps it, and invites state and federal agencies to investigate it. So how do you know I’m telling the truth? Because I haven’t just said it— I’ve shown it. I’ve named names. I’ve submitted official complaints. I’ve retained records, emails, screenshots, and pay stubs. I’ve connected dots that others hoped would stay scattered. I’ve backed up every claim with context, documentation, and the kind of digital breadcrumbs that can’t be swept away. And here’s the other thing: I don’t lie, bluff, or make false promises. That’s not who I am, and that’s never been my strategy. When I say something, it’s because I can prove it, or already have. I’m not playing a game. I’m standing on solid ground. I’ve had nothing to hide and everything to risk. Does that sound like someone bluffing? If I were fabricating this, I wouldn’t be walking directly into the light...

 Another question I’ve been asked: “Will you name the recruiter?” The answer, for now, is - uncertain. That decision hasn’t been made yet. What I can say is that the recruiter played a significant role. And what happened will be addressed one way or another. This isn’t about naming for the sake of spectacle. It’s about accountability. About the people who helped create the environment I was forced to walk away from - and what the public deserves to know. -- K

When I asked for accountability and resolution, I was clear. I outlined exactly what would happen if they ignored me. I said I would report it to multiple state and federal agencies. I said I would go public. I said I would write the truth—on social media, in a blog, and in the news. They were fully aware, as they received it all in writing. And then… they let it happen. They allowed every step I promised. The agencies. The evidence. The exposure. This blog. The viral posts. The news article. Not a single denial or a single course correction. Just silence, deflection, or calculated inaction. And now, I’m writing a book. A book that cannot be deleted or buried. Once it’s published, it lives. In libraries. On shelves. Online. Forever. They’re allowing this too. At any point, they could have chosen the path of integrity. Including now, when they still have a chance to do the right thing. They could literally stop this in its tracks, and they choose not to.  They have the power to do ...

As promised, I’ve begun writing a nonfiction book about what happened to me — the truth behind the silence, the retaliation, and the choices that led me here. This isn’t just a story about one workplace. It’s about the system that allowed it, the people who looked away, and the power of refusing to be quiet when it matters most. I’m proud to share that the manuscript is already  one-third complete . There’s so much to cover — from the initial red flags to the final breaking point - that I’ve decided to release the project as a  short series . Each installment will focus on a different phase of the journey, so nothing is rushed, overlooked, or watered down. I look forward to publishing the  first book soon , and I’m writing every page with care, precision, and purpose - not just to document what happened, but to give voice to anyone who has ever been gaslit, retaliated against, or forced to choose between ethics and employment. It’s not easy to relive it all, but it’s nece...

Let me be clear about one thing: I loved my job. I loved teaching. I loved mentoring. And most of all, I loved my students - every single one who walked into that classroom with curiosity, courage, and hope for a better future. Watching them grow in skill and confidence was the most fulfilling part of my career. And I miss it every day . Despite everything that unfolded, the heart of my work was never the issue. The people I served - my students and the vulnerable individuals they were training to care for - always made it worth showing up. What made it difficult wasn’t the work. It was the system. The disorganization, disregard, and the retaliation. I’ve been in healthcare and education for over three decades. I’ve dealt with difficult personalities and unprofessional behavior before - that’s nothing new. But I have never encountered the level of dysfunction, disregard, and retaliatory culture that I experienced at the top of this particular organization.  There’s a differe...

Some of the strangest conversations I’ve ever had happened behind closed doors—with Elizabeth Schmidt, my former supervisor at Venture Forthe. At first, she made me feel like I was special. She’d say things like, “ You’re not like the others ,” or “ They don’t care the way you do .” She’d talk down about the other trainers, then build me up as her favorite. “ They can’t learn the internet programs like you ,” she once told me—as if my skills somehow justified the way she’d isolate me from my peers. It wasn’t mentorship. It was manipulation. The phrase she leaned on most? “ I went to bat for you .” She used it as a kind of moral currency, invoking it anytime I questioned something or said something she didn’t like.  And what exactly was her version of “going to bat”? She said she got us $50 a month for classroom supplies from the president. That was it. That was her grand act of advocacy. And for over a year, she recycled that same phrase—“I went to bat for you”—as if I owed he...

 Someone recently asked me if I’m afraid of name-dropping. Let me be perfectly clear: I’m not afraid at all. Why? Because I have the one thing that tends to silence the people who wish I’d stay quiet— evidence . Every name mentioned in this blog is connected to actions, events, or statements that I personally experienced or witnessed, and I’ve kept records to back it up. I don’t need to embellish, invent, or twist the truth. I just tell it. And yes, sometimes the truth includes names. This isn’t gossip. It’s documentation. It’s accountability. And for those who think calling someone out publicly is “illegal,” let me help you out: -  Telling the truth is not defamation. -  Sharing your personal experience is not slander. -  Calling out unethical conduct is not a crime. What is a problem? Retaliation, gaslighting, and stonewalling. And trying to intimidate someone into silence after they’ve already been through enough. So no—I’m not afraid of naming names. I’m ...

Before a scheduled Google Meet with Debbie Rougeux (Administrator) and Elizabeth Schmidt (RN, ADPS), I made the decision to legally record it.  Under New York State law , it is not illegal to record a conversation as long as one party to the conversation consents—which, in this case, was me. This applies even in the workplace, as long as the recording does not involve a student protected under FERPA (Family Educational Rights and Privacy Act) . To be clear, this was a meeting between employees— no students were involved . I followed the law. In contrast, Elizabeth previously asked me to record a student’s private counseling session , which would have been a clear violation of FERPA. I refused. They were late to the meeting. I had logged in on time and sat waiting, which, unfortunately, wasn’t surprising. I was used to waiting on Debbie to arrive, even for meetings involving serious matters. When they finally joined, they logged in together from the same device. That changed the...

I’ll answer some appropriate questions I've received here on the blog — and I’ll start with this one: Would I really go on national TV? Yes. Without hesitation. Public speaking and public harassment don't scare me.. If you think I wouldn’t speak live on stage — to a national audience -  to a celebrity such as Dr. Phil — about what happened here, then you clearly don’t know me. I don’t flinch when the truth is on my side. I don’t hide when the stakes are high. And I certainly don’t back down because someone in a suit hopes I’ll stay quiet. I would speak calmly, clearly, confidently, and publicly. I’d walk on that stage with facts in hand and receipts to back them up. Because I lived this. I documented this. And I’ve spent months giving the people involved every chance to do the right thing quietly. They chose silence, power plays, and intimidation. So now I choose the spotlight. This isn’t a bluff. This is the next logical step when you’ve exhausted every professional aven...

Let’s talk about what no one inside the building is supposed to say out loud.  This company doesn’t just tolerate intimidation — it relies on it. They create just enough fear to keep people silent. And then they deny it exists. Fear of retaliation is the foundation. Speak up and you’re labeled “difficult.” Raise a concern and suddenly your workload doubles or you’re written up. Try to document mistreatment and you’re ghosted, reassigned, or watched. Everyone knows this pattern. This isn’t miscommunication — it’s control. HR isn't a safe zone. Multiple staff members have learned the hard way: go to HR, and your concerns are either buried or weaponized against you. You’re funneled back to the very person you reported — and then blamed for not resolving it “professionally.” At this company, “conflict resolution” really means “fall back in line or we’ll bury you.” Supervisors don’t lead — they dangle job security like a carrot and use policy like a club. They twist normal protoco...

When I first shared my blog on Reddit, it wasn’t random — it was intentional.  I produced my blog publicly and then used Reddit to lead the right people to it. Every detail was designed to leave digital breadcrumbs. Not just for readers, but for them . I suspected Venture Forthe was searching:  my name, phrases, and anything tied to the fallout. Not because of paranoia — but because I’ve been in this field for over three decades.  I’ve seen what companies do when they want to quietly monitor someone they see as a threat. They start tracking keywords. Watching traffic. Following mentions. It’s subtle, but it’s standard. The moment someone becomes a liability, the digital surveillance begins — I’ve watched it happen before. So I gave them something to find. Because if they were going to watch me, I wanted them to see the truth. Not the version filtered through legal spin or internal email threads. I wanted them to read exactly what I experienced, in my voice, on my term...

I've been receiving messages from others who've had similar experiences. Some are still processing what happened to them, and others are deciding whether to speak up.  To anyone reaching out to me, please know this: I will respect your privacy. If you wish to remain anonymous, you will be. No names will ever be shared without permission. You have the right to your voice, and the right to safety. If you've been mistreated, ignored, or silenced - I hear you. I've worked in healthcare for 32 years, and I understand the importance of privacy, discretion, and trust. I take confidentiality very seriously - and always have. That doesn't change here. This space was created to protect truth-tellers. If you need to tell your story, you can. Quietly, anonymously, or in your own time. The best ways to reach me are either by email (kperry5496@gmail.com) or Facebook messenger. This isn't just my story anymore. It's bigger than that. And I will protect those who are brave...

What I've shared so far does not represent the full extent of what I have in my possession.  I've made it clear what was done to me, and I've backed it with evidence. But not all of my cards are on the table. Some things are better played when the time is right. And the right time - isn't theirs to decide. -- K

On June 28, 2025, I logged into my Paylocity account and noticed something I hadn’t seen before — a digital pay stub dated June 20 for the pay period of June 1–14, showing 32 hours of PTO. That might not seem unusual on its own… except that I had already received this exact paystub via email weeks ago, and it was not in Paylocity at the time. I had specifically looked. It  simply wasn’t there. Now, suddenly, after publicly raising concerns about payroll inconsistencies and unpaid wages, it appears in the system as if it had always been there. But it hadn’t. I now have two separate versions of the same paycheck: 1. The original emailed stub, sent around the time of payout. 2. A new Paylocity entry, discovered only after my blog posts began gaining attention. The timing of this addition — especially following public exposure — raises obvious questions. Was the record backdated? Was it inserted later to cover tracks or give the appearance of compliance? I won’t speculate beyond the fa...

These are the facts: They ignored formal legal demands, and rerouted accountability. I did exactly what I said I would. And now multiple state and federal agencies are involved. We’re talking oversight with real teeth: Fines. Repayment demands. Licensing consequences. Loss of Medicaid funding. Public exposure. Meanwhile, I’m exactly where I said I’d be. With the receipts. With the timeline. And everything they thought I wouldn’t actually do? — already done. There is a storm coming. And I am the lightning. Stay tuned. -- K

When I brought serious issues to light, I didn’t start with threats. I started with documentation. Then I gave Venture Forthe the opportunity to resolve it professionally, privately, and fairly. I sent a formal legal demand before filing with any state or federal agencies — giving them every opportunity to address the situation without public exposure or legal escalation. The president of the company ignored several formal legal demands that were escalated, and only responded to the final demand — but not with accountability. Instead of addressing the serious situation, he referred me back to the very person named in the complaints. The same person responsible for key elements of the harm I experienced. That was his response to a formal legal demand. That wasn’t resolution. That was a deflection. A misstep that only made things worse. So I followed through — exactly as promised. After their failure to engage in good faith, I notified exactly who I said I would. And yes — I went pub...

There’s been a noticeable surge in blog traffic today, and I want to be clear: just because certain parties have remained silent doesn’t mean nothing is happening behind the scenes.  In fact, quite the opposite.  Stay tuned—big things are in motion. -- K

This morning, one of my most powerful posts was removed by Reddit’s filters. It was a post about truth and the training tools that never should have been used in a classroom. And about what happens when a healthcare worker speaks up—and what’s done to her when she does. But here’s the thing: it had already been seen by over 200,000 people. That post was up for just over an hour, and it exploded. Thousands of upvotes. Hundreds of comments. Dozens of people from my area—Jamestown, Fredonia, even Chautauqua County—chimed in or messaged me with shock, support, and disbelief. Some shared their own stories. Others said what I already knew: this wasn’t just wrong. It was humiliating, unethical, and retaliatory. The post wasn't removed not by a single moderator, but by automated filters—the kind that usually get triggered when a post moves fast and hits hard. That’s how you know you’re over the target. But let me be absolutely clear: you can’t delete impact. The screenshots are saved. The ...

Over the past several weeks, I’ve shared portions of my experience as a Registered Nurse Instructor employed by a Medicaid-funded agency in Western New York. What began as excitement to train the next generation of personal care aides quickly became a firsthand lesson in how systems fail when accountability is absent. At one point, I was instructed to use an inappropriate, sexualized object in place of a proper catheter training tool — without warning, and despite my clear discomfort and objections. I documented this. I spoke up. The response was silence, followed by subtle retaliation, then more direct targeting. I stayed. I taught. I did my job — and I told the truth, repeatedly. But here’s the part that’s not just unethical —and it may be illegal. I was pressured to graduate students who had no available work hours, pushing them through training programs while knowing that their path into the workforce was a dead end. Worse, I was expected to sign off on these certifications. Th...

 I didn't chase virality - I chased the truth. And in under 30 minutes, 100,000 people saw what I was forced to endure. Two Reddit posts, dozens of screenshots, and a wall of public support that no NDA could ever bury. This isn't drama. It's documentation.  And I'm just getting started. -- K

To anyone who trained, taught, or worked within the Personal Care Aide (PCA) program and saw what I did— you’re not alone. If you were promised hours that never came… If you were instructed to keep teaching, even when you knew students wouldn’t have real jobs waiting… If you were pressured to stay silent about serious concerns… I see you. And I know how heavy that silence can feel. I’ve chosen to speak up publicly because I believe the truth matters—and because no one should be made to feel like their voice doesn’t count. You have every right to share your own story , whether privately with the proper agencies or publicly, if you feel safe doing so. You don’t have to go through this alone. You are allowed to talk about what you experienced. And you deserve better than silence and dismissal. If you’ve been affected, I encourage you to come forward in whatever way feels right for you. Even one voice can make a difference—but many together can’t be ignored. -- K

There was a student once—assigned to Elizabeth’s training group—who missed 2 to 3 hours of class for a personal appointment. I remember asking what the plan was to make up the hours. Elizabeth’s response was blunt: “There was no time to make them up, so I just waived them. Debbie knows.”  And just like that, she documented the student as present—even though he wasn’t. To my knowledge, that incident only happened once. But once was enough. That student was credited for hours he did not attend. That is a violation of New York State Department of Health (DOH) training regulations, which require that Personal Care Aide (PCA) students receive 40 full hours of instruction. Falsifying training records to reflect otherwise can constitute fraudulent documentation and opens the door to regulatory sanctions, program audits, and loss of training program approval. And yet—I was the one written up. Not for falsifying records. Not for anything proven. I was written up for allegedly letting my cla...

There was a period where they pushed students through my training program - knowing full well they had no hours available for them afterward. They still went through orientation. Still sat in my classroom. Still completed skills checklists and exams. The classes were five days long, totaling 40 hours of training. But once they graduated? Nothing. No hours. No clients. No real job. I was in charge of two training sites approximately 25 miles apart—Jamestown and Fredonia—and I oversaw Personal Care Aide classes at both. And yes, I remember the students. I know the names, the dates, the locations. I know exactly who was affected and when. It's undeniable. I felt horrible. Not just during the process, but especially afterward when some of those students reached out to me—disappointed, confused, and asking what went wrong. I had no real answer to give them, and it broke me. I had poured everything into preparing them for success, only to watch them be set up for failure. I voiced the...

It rarely starts with a pink slip.  When a company wants you gone—especially after you’ve spoken up, challenged unethical behavior, or simply refused to be mistreated—they won’t always fire you outright. No, they start small. Subtle. Strategic. First comes the disrespect. You're suddenly left out of meetings you once led. Your input is ignored. Your name disappears from group emails. You go from being “valued” to being invisible—until they need a scapegoat. Then the paper trail begins. Suddenly, you're getting written up for things that were never issues before—minor mistakes exaggerated, conversations twisted, policies selectively enforced. They start padding your file, building a case in the background so they can point to “performance issues” later. This is retaliation in disguise—legal camouflage for pushing out an employee they no longer want to deal with. It’s not just a toxic pattern; it’s a tactic. One designed to frustrate you, wear you down, and make you so miserable ...

I’ve gotten a lot of questions about what’s happened — but the main one is this: “Are you going after Elizabeth’s nursing license?” Yes. I am. Because this isn’t just about a hostile workplace or a few bad decisions. It’s about a direct supervisor who: - Dismissed serious complaints - Allowed retaliatory behavior to unfold under her watch - Made unprofessional, inappropriate remarks to staff - And was the cause of the incident where a sexualized object — a literal dildo — was placed in my classroom as a training tool. I was humiliated. But I didn’t quit. I documented everything. And now, I’m holding everyone accountable — including those who hold a license and a position of authority. This isn’t personal. It’s professional. If someone in her role had protected me, upheld ethical standards, and taken action when it counted — none of this would’ve happened. But she didn’t. She dismissed it. She deflected. She enabled it.  And people like that should not be supervising healthcare educ...

There were moments I should’ve known. Just weeks before my constructive discharge on May 22, my direct supervisor, Elizabeth Schmidt and I were discussing the issue regarding the students they were allowing back into my classroom after I'd already dismissed them, and I said, “This may be a dealbreaker for me,” Elizabeth brushed it off with a casual, “ Talk to Debbie (administrator). ” No acknowledgment. No concern. No dialogue. Just deflection.  I had never mentioned leaving the company before, and was taken aback by her comment. I truly loved my job, and made it known that I had planned to retire from Venture Forthe Inc. My concerns were not taken seriously — they were rerouted and ignored. I did not "talk to Debbie" due to her history of brushing off my concerns. Then came the recruiter chaos when she mentioned that I was receiving a write up. I asked her directly if I was being fired. Her response? “I sure as fuck hope not, because I don’t have coverage for you." ...

There's been some movement in my case. I won't say what it is yet, but it hasn't gone unnoticed.  I'm watching and ready. Stay tuned. -- K

They’ve searched for cracks. They’ve studied every word I’ve written — over 100 blog posts and counting — hoping to find one sentence they could twist, one slip they could weaponize. But they couldn’t. Because the truth doesn’t crack under pressure. They tried to discredit me using someone else’s mistake — a single error in a reporter’s wording. Not mine. But even that didn’t hold. Because the truth stands, and I have receipts for every piece of it. No matter how many times they refresh this page, they’ll find the same thing: - A timeline backed by evidence - Emails they never responded to - Contradictions in their own statements - A former employee who tried everything internally before going public This isn’t a smear campaign. This is what documentation looks like when someone refuses to be silenced. I’m not just building a case. I’ve built a wall — and it’s made entirely of facts. -- K

While Venture Forthe’s January 2025 layoffs were publicly attributed to changes in New York State’s CDPAP program, I was still actively employed at the company during that time. I witnessed firsthand that the problems extended far beyond staffing reductions. In the months following the layoffs, I reported sexual harassment, retaliation, and serious concerns about the quality and appropriateness of staff training materials. These were not isolated incidents—they occurred within the same organizational climate that was already under strain. The layoffs may have signaled financial pressure from the outside, but what I experienced reflected a deeper breakdown from within. Source: “Venture Forthe to Cut Two-Thirds of City Workforce,” The Post-Journal, January 31, 2025.  -- K

Fact: In January 2025, Venture Forthe laid off 280 employees—nearly two-thirds of its workforce—after the state limited CDPAP contracts to a smaller number of agencies. Fact: I was still working there when those layoffs were announced. In the months that followed, I reported sexual harassment, retaliation, and serious concerns about how staff were being trained. They already looked like a company in decline. Now, these internal issues are coming to light. Is that just coincidence—or is it part of a larger pattern? Source: “Venture Forthe to Cut Two-Thirds of City Workforce,” The Post-Journal, January 31, 2025.  -- K

When I decided to speak out, I knew exactly what I was doing—and I fully expected it to take off. The truth hits differently when it’s real, raw, and backed by evidence. In just two days , between my platforms and the incredible people who have shared this story on my behalf, it has reached over 162,000 people . That’s not a ripple. That’s a wave. 162,000 views of truth. 162,000 reminders that I will not be silenced. 162,000 reasons they can’t spin their way out of this. Some are watching in support. Some in disbelief. And others—those with something to lose—are panicking behind the scenes. Good. To everyone who shared, stood up, reached out, or even just paid attention— thank you . This momentum is proof that silence doesn’t win. The more they try to contain it, the further it spreads. They wanted this story gone. Instead, it’s gone viral. This isn’t just my fight anymore. It’s exposure. It’s accountability. And it’s only the beginning. -- K

Searchable. Indexed. Public. And I'm just getting started. -- K 

The president of Venture Forthe contacted the reporter to have the article taken down. Not because it wasn’t true. Not because the item wasn’t sent. Not because it wasn’t gift wrapped. Not because I didn’t open it in front of students. Not because I hadn’t objected. He was just looking for anything he could use to justify taking it down. The only thing he found? A wording issue. The article had said the item was used for catheter insertion , when technically it was meant for cleaning. That’s what he ran with. He didn’t deny the object was a sex toy. He didn’t deny it ended up in a healthcare classroom. He didn’t deny it was completely inappropriate. He just didn’t like how it sounded. This isn’t accountability. It’s spin. When the truth makes you look bad, you don’t deny it—you look for ways to soften it. But changing a word doesn’t change what happened. And once I receive my Right to Sue (currently underway), the article will go back up—with the correct wording. That ...

Let's be clear. This was never about starting drama. It's about exposing the truth and demanding accountability. But as soon as that truth started gaining attention, the tantrums began.  Suddenly, I'm being told to "calm down," accused of "desperation," and warned that I'm hurting my credibility. Why? Because people are finally paying attention. Because I'm not staying quiet, and they can't control the narrative anymore.  That's the pattern. When those who once held power feel it slipping, they lash out. They minimize. They gaslight. And they scramble to discredit - not because they have facts on their side, but because they don't.  The truth doesn't need a PR team. It just needs to be told. And I'll keep telling it - no matter how loud the tantrums get. -- K 

They can remove my posts, and try to bury the story. But here's the reality. I can hit 50,000 views before they even have time to react - and I'm just getting started. Every takedown only proves my point. Every attempt to silence me makes the truth louder. I've said it before and I'll say it again: I have the evidence to back up every word I've spoken, and I will never stop talking. If one platform won't carry it, another will. That's the beauty of today's world - there are countless ways to shine a light on injustice. Reddit, blogs, news sites, public records, licensing boards, national TV - this story isn't going away. There's already over 2,000 views to my recent post less than an hour ago. I'm not afraid. And I'm not alone. -- K

This is my 100th blog post. I want to take a moment to say thank you to everyone who’s read, shared, commented, and sent me DMs. Your support means a lot, especially after everything that’s happened. My original Reddit post reached over 46,000 views overnight before it was removed, and the response was overwhelming — in a good way. The kind words, encouragement, and even quiet support from strangers have reminded me why I spoke out in the first place. I expected this story to get attention — because the truth is powerful. But I’m still humbled by how many people have followed along and spoken up with me. If it helped even one person feel less alone, it’s worth it. Thanks for sticking with me. I’m not done yet. -- K

When someone mocks your trauma to defend a corporation, they're not seeking truth - they're trying to bury it. When the only way they can respond is sarcasm, gaslighting, or minimizing what happened, that's not strength. That's fear. Because when your story makes people this uncomfortable,  it means one thing. You hit a nerve. -- K

Since this afternoon, my story has received 30k + views and heavy blog traffic. The truth doesn't flinch. --K

In less than an hour, 8,500 people have read my post on Reddit. Not 85. Not 850. Eight thousand five hundred - and counting. They thought this story would disappear when the local article came down. They thought I'd get quiet, or that no one would care. They were wrong. -- K

I said I wouldn't be silenced - and I meant it. Today, I officially submitted my story to the Dr. Phil show.  Not because I want attention. Not because this is entertainment. But because what happened to me is part of a much bigger problem in healthcare, retaliation, silencing, and systemic failure when someone speaks up.  They thought this would stay local, and that removing the news article would make it all go away. Now my blog is public, the views are climbing,  and national media is next. If Dr. Phil's team believes in exposing unethical treatment and protecting whistleblowers - I trust they'll take a serious look. And if they don't? There are plenty of others who will. -- K 

I've said it before, and I'll say it again. I will not be silenced.  They thought they could shut me down locally by removing the news article. Let's see how they try to shut it down nationally.  I've always wanted to meet Dr. Phil.  -- K

The article went live. It named the company. It told the truth. And just like that — it was gone. WNY News Now published a professional, factual piece about what happened to me at Venture Forthe. It exposed how I was given a sex toy to use in a medical training class, how I objected, and how I was retaliated against until I had no choice but to leave. The article explained my story clearly — and it showed the public what I’ve been saying all along. It was up long enough to be seen, shared, reacted to, and commented on. And then, without warning, it disappeared. No explanation. No correction. Just wiped from the site. But here’s the thing: removing the article won’t erase what happened to me. They might be able to silence one post, but they can’t silence me . I’ve documented everything. I have screenshots. Timelines. Emails. I’ve filed complaints. I’ve kept records. I’ve told the truth from day one. And I’m not backing down. I’m not waiting for anyone else to speak for me. I’ll ke...

 I didn’t go public for attention. I didn’t post to stir drama. I went public because I reached the end of every private, professional road—and was met with silence, deflection, or retaliation. For months, I followed the chain of command. I reported misconduct. I tried to work things out respectfully. I even gave people the benefit of the doubt when I shouldn’t have. But what I faced wasn’t just a misunderstanding or a one-time error. It was a pattern—a culture of dismissing concerns, manipulating narratives, and isolating the people who speak up. What happened to me wasn’t just unethical. It was deeply personal. It affected my health, my finances, my sense of safety, and my family. And the scariest part? If I hadn’t documented everything, they probably would’ve gotten away with it. But this blog isn’t just about what was done to me. It’s about why I refuse to stay quiet : So it doesn’t happen to the next person. So someone else doesn’t cry in silence wondering if they’re the ...

Before the now well-documented incident involving the inappropriate training item - before Elizabeth handed me a dildo to use in place of proper Mannequin equipmemt - Venture Forthe had already been dodging accountability under the guise of "policy development." During an earlier conflict involving student behavior and my authority to manage the classroom, I raised legitimate concerns about safety, boundary violations, and maintaining standards. When I exercised my judgment as a Registered Nurse Instructor to dismiss a disruptive student, I was swiftly undermined. My authority was questioned, and I was placed in a position where my own professionalism was put on trial - not the student's conduct. Instead of supporting me or offering clear guidance, Venture Forthe responded with what sounded like a concession: they claimed they were "working on an SOP" - a Standard Operating Procedure to clarify student dismissal protocols and expectations. It sounded good on pap...

It’s Monday, June 9, 2025 at 10:00 AM, and the money from my final paycheck is now in my bank account. But here’s the strange part — it’s still not visible in Paylocity. No updated pay stub. No official payroll entry. Nothing. Yet days ago, Anne manually emailed me a pay stub for it.  Why would they send it separately — but not post it to the official system? When pay stubs usually appear automatically, but this one doesn’t? That’s not a tech issue. That’s intentional filtering. They paid me… but they’re still trying to control the narrative. Fortunately, I’ve kept every receipt — including the ones they didn’t want showing up. -- K

They said I'd receive my final paycheck on Monday (tomorrow). But as of this Sunday evening, there are still no pending transactions in my bank account - and there always has been the night before, like clockwork. This isn't paranoia. It's another red flag. They know I'm watching, and I'll continue documenting everything - because when you've always been paid on time, silence becomes a statement.  -- K 

HR acknowledged my complaint, called it a "serious concern," and then did absolutely nothing . In the world of workplace law and ethics, that’s not a response — that’s a cover. It’s easy for companies to look like they’re doing the right thing — all it takes is a polite email and a few rehearsed words like, “We’ll investigate.” But when there’s no action behind that promise, it’s not just misleading — it’s dangerous. In my case, I submitted a formal workplace complaint involving inappropriate conduct and a clear violation of boundaries. HR responded promptly, calling it a “serious concern” and stating they would investigate. But what followed was… nothing. No one asked me any follow-up questions. No one interviewed witnesses. No one removed the individual I reported — she remained in a supervisory role over me the entire time. No updates. No findings. No action. This is what legal professionals refer to as “ response but no response .” It’s the illusion of accountability — a ...

On June 6, 2025, Anne from payroll emailed me a pay stub showing the amount that I was owed for the period ending June 14, 2025. The pay reflects 32 hours of PTO during the week I was out on FMLA/PTO they claimed had been forfeited. There's just one major problem: this pay stub doesn't appear anywhere in my Paylocity account. I checked. I rechecked. Nothing. Even though my Paylocity access was supposedly restored, this payment doesn't show up in my payroll history. That means this may have been processed manually or off the books entirely. Why would a company issue a check behind the system that's supposed to track every official payroll transaction? If this was a real paycheck: - Why wasn't it processed through their normal system? - Why is it only available through email? - What are they trying to hide? Then it hit me. Anne just handed me even more proof. She gave me a document that confirms: - I was still on the books - I had earned PTO while on protected FMLA - ...

Anne from payroll just handed me the proof. Everything they tried to deny, delay, or cover up? It’s all in writing now. I’ve said it before, and I’ll say it again: I have the evidence to back up every single word I’ve said. And now I have even more. On June 6, I received an email from Anne Marie in payroll confirming something major. After weeks of ignoring, denying, and stonewalling, she finally admitted — in writing — that I: -Was on FMLA from May 19 to May 22 - Had PTO available, which they are now retroactively applying - Am owed a direct deposit, which they’ll be issuing for that pay period - Had already notified them in my May 13 email, which they are now using to justify this decision This is huge. Not only does it blow holes in their “voluntary resignation” narrative, but it confirms the exact timeline I’ve been documenting all along. They can’t pretend I abandoned my job. They can’t pretend I didn’t have time off left. And they can’t pretend they don’t owe me money — because n...

When I said something didn’t feel right, they brushed it off. But today, my Zio heart monitor report came back. It confirmed the issue wasn’t in my head — it was in my heart rhythm. The 3-day monitor covered May 18 to May 21 — the final days of my employment, while I was still on approved FMLA leave . Just one day later, on May 22 , I submitted my constructive discharge . This wasn’t the first sign something was wrong. Back on  May 7 , my  echocardiogram also showed signs of exacerbation , prompting my doctor to order further testing. That’s what led to the monitor being placed on  May 18 . The monitor results showed irregular beats and clinical findings that clearly weren’t normal. It was documented. So when they later tried to withhold my PTO and pretend nothing was wrong — I already had the proof. And I still do. This isn’t about opinion anymore. It’s about evidence. -- K 

Denied pay for protected leave — and now they’re pretending it never happened. On June 5, 2025, Venture Forthe responded to my inquiry about why I had not received my final paycheck. Payroll Administrator Anne Marie Dunning replied: “You are not receiving a June 6 payment because you did not work during the pay period associated with that pay date (i.e., 5/18 to 5/31) and you did not use any PTO during that period.” But what she left out is crucial. I was on approved FMLA leave during that exact pay period — and I had requested to use my available PTO to cover those days on 5/13/25. I forwarded this request directly to Anne. In fact, as of June 5, my Paylocity portal still showed over 64 hours of PTO available.  Their system tracked it. I asked to use it. And they still refused to pay me. This isn’t a misunderstanding. It’s retaliation. It’s also wage theft — plain and simple. You can’t withhold earned pay during a protected leave, then claim the employee “didn’t work” as an excuse...

Ignored, dismissed, and set up to fail by the very people who should have led with integrity. I haven't even shared this one yet. Maybe because it still stings. Debbie Rougeux, Administrator at Venture Forthe, wasn't just another manager in the chain. She was someone I was supposed to be able to rely on - especially when my direct supervisor was already the subject of serious complaints. But time and time again, Debbie added fuel to the fire instead of extinguishing it. I'll never forget how she kept me on the call schedule for a Saturday shift while I was on approved FMLA leave, and didn't even bother to notify anyone until well after 3 PM-for a shift that started at 8 AM. That wasn't an oversight. That was intentional. A trap. Or how during that online Google meeting designed to undermine me, she barely acknowledged my presence. She sat there the whole time, chewing food, saying almost nothing, barely looking at or acknowledging me, and turning a blind eye while E...

Today is June 6, 2025—the date listed in their own separation form as the day I would receive my final paycheck. As of this morning, there is still nothing in my bank account, and no pending deposit as there usually is the day before. This paycheck has not arrived. For context, my pay has always been reliably deposited by this time on payday. The company made it clear in writing when I would receive my last check, yet they’ve failed to follow through. This is more than just a delay—it’s a broken agreement , and it’s wage withholding .  It speaks volumes about how they treat employees who stand up for themselves. They’ve manipulated my digital access, re-locked my Paylocity account multiple times (three times yesterday), and now, they’ve withheld my final paycheck on the very day they themselves promised it. If this can happen to me, it can happen to others.  This isn’t just retaliation—it’s wage theft. -- K

Timeline Entry: June 5, 2025 – 10:40 AM Less than an hour after publishing a blog post documenting the suspicious toggling of Paylocity’s security settings, the second login requirement for accessing the "Pay" section was suddenly removed again. This change follows a pattern of access being enabled, disabled, and re-enabled without consistent justification. This raises serious concerns about intentional manipulation of system access, potential retaliation, and digital surveillance by Venture Forthe in response to whistleblower activity. The timing of this change—less than an hour after public exposure—strongly implies real- time monitoring and reactive behavior. This incident will be added to the formal timeline for EEOC and Attorney General complaints , as well as public documentation on the blog. -- K