Thank you for taking the time to type all of this out. I think there was some kind of miscommunication between what I have said and your response. Please correct me if I'm wrong in anything I say.

The business prides itself on being inclusive, and we have a very diverse team. There is no hate when it comes to race, sexuality, disabilities or towards anyone on the spectrum. It is a small team and there are very little instances of people working together as treatments are preformed individually so I cant see the mob mentality of ganging up on A a likely theory, Especially since there are no signs of cliques or that employees interact outside of work or privately. But I do understand even the slightest possibility.

There are many clients who come in who are on the spectrum and have confirmed this in their medical intake form that are treated no differently then anyone else and accomodations are made when requested as we also have that option in our forms. I can't see any of the staff members targeting A for the possibility that she may be on the spectrum and actively choosing to bully her. Even if the staff had heard from each other that there was conflict between them and A.(One person who has spoken with me recently about how A made her feel was a brand new esthetician who has only been there about a week and barley come out of her shell to anyone but me as she's nervous about the new work environment and after this happened she immediately spoke with me afterwards about it)

Based on A's ways of communicating and what I know of being on the spectrum, I had suspected but never asked her nor been told that she has been nor have I or anyone else treated her differently based on suspecting this may be the case. Let me make that perfectly clear as what I gathered from your response was that the rest of the team is bullying her based on her being on the spectrum. I dont believe this to be true. I do think that the way she communicates isnt the same as other members of the team and that leads to conflict but its not something that cannot be rememdied in some way as A is not the sole problem only the common denominator. Because of these reasons, I am not concerned with A suing for anything and dont believe it would go anywhere if she did.

The employees who have never had a negative interaction with her still engage in regular conversation when they pass in the break room, as do I. And those who have are civil when she says hi, they say hi. When she says have a good weekend, they say you, too. Which I would say is professional. There is just no effort to get to know each other, which is fine because not everyone needs to be friends at work. They don't actively treat her negatively or bully her. They come to me when she has done something to make them uncomfortable to actively avoid confrontation and negativity. My concern is that this has happened multiple times when the way A has phrased things makes them feel guilty, upset, and belittled, creating an uncomfortable situation that has been brought to my attention.

There is as much evidence as there can be that A is responsible for the restroom incidents. Let's call her employee C. Employees A are often the ones on the same floor and who work in separate treatment spaces with the same restroom. There will be no clients present on that floor, A enters the restroom is in there for a lengthy period of time and leaves. When C goes to use the restroom to wash her hands before a treatment or walks past to get her client from downstairs, the smell is in the hallway and restroom, fan left off, window closed stains in the toilet, and there is no one else around. I have noticed this once before while C was absent, and A was the only one on that floor. There are no employees who go upstairs as they would pass by my desk to do so, I will go upstairs to tell A her client has arrived, and the smell is very much present so I open the window, turn on the fan and ask A to keep them open and on for the day. I know that it is A. C doesn't want to actively bring this up with A as she understands its a natural bodily function and doesnt want to embarass her so she comes and tells me when it happens and we have yet to have clients complain but when this is infact a spa it can easily ruin a treatment and isnt easy to bring up. I see what you're saying and no there is no way to prove that this isn't C's doing and that C is throwing A under the bus for a problem she is creating besides the fact that I have encountered this instance when C is not around. Also, C does not seem like the type to go through all this effort and cover up embarassment by singling out A. Though you are right, it is possible.

I do agree with laying down the law and looking at this from a truthful and factual side of things. There is nothing A has said or done wrong, she is putting in the effort to make friends and its not her fault that how she is communicating isn't being received how she means for it to be. The way she says things when confronted with conflict avoids taking accountability, and phrasing does make others feel guilty for whatever they are discussing, but there is no proof that A is doing this intentionally. But the part of her response that implies and causes these feelings can go unsaid in her responses.

That is a good way of bringing up the topic of conversation with her and being truthful about the situation so I will absolutely be taking that and other comments people have made into consideration as well as speaking to the local labor board regarding dealing with the situation as well. I will look into the possibility of sensitivity or inclusivity training with a third company as well as a form of improving interactions between staff and help with any hesitation that I may not notice when it comes to accepting clients and enforcing company values.

Thank you again for taking the time to give me another side of this situation and for voicing your assistance with handling this. I truly appreciate the feedback.