The Letter That Changed the Tone

By mid-May, I had exhausted every internal channel available to seek accountability. My documented complaints had gone unanswered. My rights under FMLA and ADA had been dismissed or minimized. Compliance was manipulated. HR was silent. At that point, it became clear: it was time for formal action. 

I consulted legal counsel and drafted a formal settlement demand addressed directly to the president of the company. 

This was not a casual letter. It was grounded in federal law - FMLA, ADA, Title VII - and backed by weeks of ignored documentation, and professional damage caused by their actions and omissions, harassment and serious mishandling of protected leave.

The figure I demanded was not chosen lightly. It was based on comparable cases in severity and scope, precedent cited by employment attorneys I consulted, and the cumulative impact of ongoing retaliation and public exposure risk. Though I won't disclose the exact number here, let's just say it reflected the full weight of what had occurred - and what they stood to lose.

The letter was sent to the top. Directly to the president.

And the response? Silence.

-- K