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...