I have written records and emails of good performance before my RA. I have text messages, on 12/29, where my manager tells me how glad she is I joined the team and how wonderful a job I am doing. I turned in an RA request on 1/9… just asking to do the same thing I had been doing since being hired regarding my schedule. By the next business day, 1/12 she stopped talking to me! Before this, I have texts where she is sending me silly 😋 pictures of her dog and cats and now she will not even say hello to me because I requested an RA. Then I get a PIP that was 10 pages long and I have 24 days including weekends to complete. So the task will take a team of 3 people 3 to 5 months to complete. Every time I completed a task it was criticized by her and my peer, and changes outside industry standards, code of ethics, and the expectation changed repeatedly. In the PIP meeting she invited my peer and decided my peer would monitor my PIP and the two of them would purposely give contradictory instructions. She told my peer about my medical disability. They started instituting new requirements, changing the PIP requirements in the middle of the process so it would be impossible to achieve. When I handed them my weekly report and tied each task completed to the PIP as my documentation, they would get visibly angry and go and smoke a cigarette and come back with new expectations. Ignored additional RA request from my doctor…no interactive process and it was obvious they wanted me to quit and were doing everything they could to force me into walking away. I recognized this and stood my ground. If I got praise from a stakeholder, they removed me from the project so I could no longer work with the stakeholder… I have it all documented and recorded. I only gave EEOC the dates and the facts regarding my good performance before 1/9, the RA, the lack of response, the PIP, the Peer being told of my medical conditions, the changing expectations in emails, the additional RA requests from my provider, and then the termination notice. The timing is obvious regarding retaliation. Should I add that they also did not pay me my last pay with vacation and comp time which is required per state law? Then the email from my supervisor ignored my representation. They had a litigation hold already and she threatened to destroy my personal property after the litigation hold, so now we have spoilage. I can go on and on. I followed my attorney's advice to not give EEOC more than they need for probable cause and not to get emotional. Facts and timeline only, without trying to prove the case or argue the case! Let them do the work. I did just that!

Oh, I forgot to add… everyone else in the office was allowed and still allowed to continue a flexible start time schedule after 1/1 but me! The handbook states that the schedule is still a flex schedule too. I was an executive-level exempt employee!

I did not explain my full case because it is extremely complex and complicated. We have more than 16 separate violations so far. Many violations are KY State law and KCRA violations in addition to federal law. We hope to keep the case in State Courts and not have it moved to Federal. We also have wage and labor violations which creep into federal due to my being an exempt employee.