I Gave Them One Last Chance to Do the Right Thing

After everything - the ignored reports, the inappropriate item, the forced professionalism while on medical leave - I reached my breaking point.

Around that time, I consulted Lindy Korn, a civil rights attorney nationally recognized for confronting workplace retaliation, discrimination, and sexual harassment. She reviewed the facts and saw what I had already lived: a clear, escalating pattern of legal and ethical violations.

With her support, I took the next step.

I Prepared My Formal Legal Demand.

By then, something else had become painfully clear: I still received no response to my prior formal complaints - not the original submission to HR, not the documented escalation that classified the inappropriate item as workplace sexual harassment. 

Not even an acknowledgement.

So I moved forward with a structured legal demand that outlined:

- Retaliation for protected activity

- Mishandling of a Title VII harassment incident

- Boundary violations connected to my disability

- FMLA interference during active medical leave

- Constructive discharge caused by escalating hostility

It was not a threat. It was a professional, well-documented attempt to resolve the matter before taking it public and legal.

I gave them a fair and final deadline to respond.

And They Chose Silence.

Not a single word in return. No ownership. No accountability.

They had a choice - and they chose to say nothing.

But I did not stay silent.

-- K 

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