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.

The provided text describes Johnny’s experience as an autistic individual seeking a reasonable accommodation for remote work. It highlights his sensory sensitivities to the office environment and the daily exhaustion of masking his true self to meet neurotypical expectations.

With a neuropsychologist’s formal recommendation, a history of stellar performance, and a role fully suited for remote work, Johnny finally feels empowered to make his needs known.

HR approves the accommodation. Leadership seems supportive. But just three weeks later, that trust is shattered.

Johnny is abruptly reassigned to a high-pressure, unfamiliar process during a peak workload period—without training, support, or even a heads-up.

The move not only threatens his performance but raises critical questions: Was this retaliation in disguise? A setup masked as opportunity?

This episode exposes the cracks in corporate accommodation systems—where approval on paper doesn’t always translate to real-world support.

⚠️ The betrayal begins here. And Johnny saw it coming...

In the premiere episode of Unmasked: Disability Rights at Work, we introduce the podcast’s mission to empower individuals with disabilities, their families, coworkers, and caregivers with the knowledge needed to navigate conscious and unconscious disability bias in the workplace.

Through the compelling story of Johnny, a successful autistic professional in his forties, we explore the harsh realities that can emerge when requesting workplace accommodations. Despite years of top performance reviews, Johnny faces a dramatic shift in his work environment after disclosure, marked by micromanagement, undermined trust, and unsubstantiated disciplinary actions.

His journey highlights the subtle yet damaging effects of bias, even in organizations professing inclusion.

This episode sets the stage for a deeper examination of workplace challenges, federal and state protections like the Americans with Disabilities Act (ADA), and the importance of understanding one’s rights. We also address the broader context of bias against other groups—pregnant women, older workers, and more—emphasizing intersectionality in advocacy.

Listeners will gain practical insights into navigating accommodations and knowing when to seek support from a disability employee attorney.

Join us as we unmask these issues, offering resources and strategies to foster a more inclusive workplace.

Subscribe to Unmasked: Disability Rights at Work to stay informed and empowered. Recorded on June 15, 2025.