In this gripping episode of our podcast, we dive deeper into a harrowing workplace saga following an employee’s autism disclosure and remote work disability accommodation.

From a shocking admission of sabotage by a manager to a promotion denial laced with blatantly discriminatory remarks about disability and family life, we unpack the red flags under ADA and EEOC guidelines.

Join us as we explore how overt prejudices perpetuate trauma and what it means for employees facing similar battles—stay tuned for more updates on this journey toward justice.

The walls are closing in on Johnny. Despite consistent positive feedback and undeniable progress in his one-on-one meetings, he's blindsided by a formal Performance Advisory (PA) citing costly mistakes and underperformance.

But Johnny's got receipts, and he's ready to challenge the narrative.

What happens next is a jaw-dropping admission from his manager that reveals the cynical reality behind "Performance Advisory language" and confirms Johnny's worst fears: he's not just failing to meet expectations, he's being set up.

Why is Johnny's manager lying to him and the company in this official record?

Tune in as Johnny uncovers the deliberate misrepresentation of his work and the chilling implications for his career.

On this episode we continue Johnny’s story—an autistic high performer whose career took a dangerous turn shortly after disclosing his disability and receiving a remote work accommodation.

What looked like operational restructuring turned out to be something else entirely: a deliberate setup. Johnny was reassigned to a high-volume, high-risk process he hadn’t touched in years—without notice, without training, and without support. He immediately raised red flags.

He documented his need for guidance. He stayed professional. But the silence from leadership was deafening.

Then came the line no one forgets:

“Yeah, I know. Sorry—I threw you under the bus. But I had to do it.”

From that moment on, Johnny’s requests were ignored, his learning curve weaponized, and mistakes that could’ve been avoided became ammunition for write-ups filled with loaded, accusatory language. All this while teammates in similar roles weren’t held to the same standard.

This episode exposes how plausible deniability becomes a shield for managerial sabotage—and how "support" can quickly become a smokescreen for retaliation.