Can a TikTok Crash Out Cost You Your Career?

Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:00):
Understand of her situation before we listen to the first
video. She works at a job.
The job has a very small team ofpeople.
OK, For a long time, everyone, everything went smoothly at this
job. She loved her manager, she loved
her team. Hunky Dory.

(00:21):
Wonderful. Well, the manager, I don't
remember if she was fired, movedon, whatever.
She's gone. OK?
The manager she loved gone. They replaced her with this
other woman. And for whatever reason,
according to Allison, this womanhas had it out for her since she
arrived. OK, I don't know that that's not

(00:42):
fault. That's not true.
Because I wasn't there. Maybe she did.
From the recording, she doesn't sound like she's the nicest
person to talk to, but we'll see.
Either way, Allison feels like this woman has had it out for
her since she arrived. They don't get along,
personalities don't mesh. OK.
And then there is a situation where Allison is getting ready

(01:08):
to go on a week long vacation and oh, I'm sorry, let me back
up, Let me back up. When first manager leaves,
because Allison is the senior team member, they gave a lot of
the responsibilities of the manager to Allison.
OK, new manager arrives. They never removed those
responsibilities from Allison togive them back to the manager.

(01:31):
They were expecting her to stilldo most of them.
And this is all alleged. This is all alleged.
This is all alleged, per Allison.
This is all per Allison. OK, per Allison.
So then we have conflict there because Allison feels like she's
in a a role that she needs to beholding herself to this higher

(01:51):
standard, even though she's not a manager.
And I feel like this might be where her lens is focused,
right? She feels all this
responsibility to make sure these things are done.
And apparently, while she's getting ready to prep for
vacation, she's been, you know, setting up things so that people
don't have to wonder what needs to be done while she's gone.

(02:12):
OK, the manager. She asked the manager to meet
with her before she leaves to discuss how her tasks are going
to be covered while she's gone so that she doesn't come back to
complete chaos when she gets back.
Manager says she'll do it. Apparently that meeting never
takes place because when Allisongoes to check in with her two

(02:35):
days before she's leaving for vacation, that manager's e-mail
sends her back a out of office thing saying she won't be back
until sometime in the middle of of Allison's vacation.
OK, this upsets Allison. Allison takes it upon herself to
then work another 5 1/2 hours ofovertime past her shift to

(02:55):
create this system and these notes.
Notes Yep to basically like a laundry list of.
This is what I've been working on.
Here's how to finish these tasks.
This is what I expect to be doneessentially when I come back,
right? Like, this is what you need to
do to do my job while I'm gone. OK?
Again, small team of five. Keep that in mind.

(03:17):
OK? What we're about to listen to is
Allison's recording, which we'regoing to get into how we all
feel about that. Allison's recording of a phone
meeting between her and this newmanager of hers.
What prompted this meeting is that when Allison returned from

(03:42):
vacation, nothing was done that she had asked to be done, or it
wasn't done to her standard or whatever she was expecting.
She walked into something different.
Yeah, her expectations weren't met, and she also was upset that
the manager went on vacation or went out of office or, you know,
took PTO without telling her, supposedly without.
Telling her so this is the context for what you're about to

(04:06):
hear and we're going to get intoit right now.
So here we go. Here is Allison.
Why did you say that we can meetto discuss coverage and then go
out of office without telling me?
I don't recall making having that happen.
Everybody else knew I was going to be gone.
So apparently you missed the meeting where we talked about

(04:29):
it. Where was it talked about?
I in in casual conversation. And like I should be aware of.
These things, you know, like I should have some awareness to
wait if my manager's not going to be.
Here how? How would?
You OK? We're going to pause.
OK. And for next time, when you when
you unpause, can you make it a little bit louder?

(04:49):
I can't unfortunately this as loud as it can be.
The recording she has, she's talking very softly and the
manager's also like far away on the phone, so it's not very good
audio quality. I will try to boost it and post
so hopefully you guys can hear it, but that I'm sorry it's as
loud as I can make it. Let me actually let me see if
it'll. Audio 'cause I can hear it, but

(05:12):
I'm not sure if people can hear it in relation to us.
I'll boost it in post. I'm going to have to edit this
anyway, so I will boost it in post.
So real quick, I want to make one comment.
We're seeing here that Allison'sobviously very upset, and she

(05:34):
feels like this manager should have told her what she was, that
she was leaving, right? And in this context, if this is
all you heard right, I already don't like the manager.
Yeah. Don't say you obviously missed
that meeting. Don't say you, you know, well,

(05:59):
it was it was in casual conversation when somebody asks
you or or tells you, hey, I'm getting ready to leave.
I would like to have a meeting with you so that I can discuss
what my expectations are while I'm gone or what you what you I
what expectations I should have while I'm gone.
Right. As someone who likes to seek
understanding, don't be dismissive and be like, Oh well,

(06:23):
you must have missed it or it was in casual conversation.
We're not going to remember it in casual conversation.
OK, There's a reason why we asked for the meeting, so maybe
don't be dismissive about it. I don't already.
We're not seeing the manager in very good light, but it's an 8
minute video. So just, you know, saying that.
Do you kind of feel the same about that, Amanda?

(06:45):
Yeah, 'cause especially 'cause she's like, if from what I
understand, Allison asked for a meeting to discuss her upcoming
vacation. The manager said OK, I'll do the
meeting. And now the manager's saying,
well, I guess you missed the meeting and so missed the.
Meeting where she said she was going to be gone because she's
mad that she did. She never got the meeting with
the manager OK that's off and went on vacation and never told

(07:07):
her she was. Leaving that that should have
been e-mail, you know, like you could have been like, by the
way, I'm going to be out of the office, you know, starting from
this date. Like, that's right.
That's obviously I don't know how this company does it, but
like I thought that was just general protocol.
You don't just randomly tell somebody I'm going to be out of
office and expect everyone in the office to know if what
Allison is saying is. True, right?

(07:28):
Right. Because again, this is a small
team of five, and it sounds likeAllison feels a lot of
responsibility to be in a management role when the manager
is not there because she's been given that responsibility.
And she's been there longer at this point.
She said that even the caption in the video says I've been
there at this point of this meeting, excuse me, of this

(07:49):
phone call, 1 1/2 years and she and the manager had only been
there three months. Three months, right.
So they're still getting to knoweach other at this point.
So I just feel like we've already had breakdown in
communication, but let's continue would.
You like to be. Made aware to be told, you know,
like OK what meeting what what meeting was this information

(08:12):
shared on that I wasn't a part of like where we have.
We. Have.
Team meetings all the time, and we talk about all kinds of.
Stuff. So I met with you on Wednesday
and you gave me no information that said that you were going to
be gone the rest of the week. You said we can meet to discuss
coverage and so I was under the impression we would be doing
that for. That miscommunication.
I expected. That you know the

(08:34):
responsibilities for my positionlike would have been.
Covered. I need you to be specific with
me, Allison. I'm I'm not trying to beat a
dead horse here. Did you expect?
Everything in the inbox to be gone.
No, but I expected at least somesome stuff to be gone.
You know, I made this whole, I made this whole list of items

(08:56):
that were being worked on and I highlighted a couple that I
wanted to make sure were resolved and they weren't.
As far as I can tell, they weren't taken further.
There were just some things thatcould have been.
I don't know why I spent so muchtime trying to make notes for
like. All here pause this real quick.
I'm going to. Yeah, I was about to.

(09:17):
I was trying to get my mouse to wake up.
I have so many thoughts. Yeah, so, so the captions in the
video because she's like, she's like giving us context as well.
So basically the manager keeps interrupting her.
Granted, she keeps interrupting her manager, but the manager
keeps interrupting her. And so she has context of she
has a TBI, she claims that the manager knows she's ATBI.

(09:39):
And so when she's interrupted, she already has a hard time like
forming her thoughts, which to me, like, I mean, she seems very
like well spoken to me. But obviously she probably had
like a lot of practice in her head of what she was going to
say during this phone call. And I've, I've done that,
granted, I haven't had ATBI, butso, and she said that when she
gets interrupted, it's hard for her to like clearly convey her

(10:01):
thoughts and like what she's trying to say.
So she keeps getting, if so, shesounds kind of like all over the
place. That's that's why according to
her. So the other thing was she asked
her manager to do 2 things and neither we're done.
And then she's and like that wasthe other caption.
And so she said she, I think shementioned this later in the

(10:23):
call. She worked 5 out of hours of
overtime to like she's supposed to get off at noon on Friday,
like the week before her vacation to compile this list of
notes and like, like all the stuff that like, hey team, this
is them this, these are my tasksthat I would like you to do
while I'm gone. So that's that's basically all

(10:45):
the captions that we see like during the conversation.
So here's my first thought. You can obviously tell she's
still upset. She's getting flustered.
We have context as to why, right?
Because I relate so heavily to the situation right now.

(11:08):
Because I was her. I was her.
Yeah, I've been her too. So.
I was her. I very clearly can see what's
happening here now, being on theother side of it, knowing how
this went down for me and what was worth it and what was not.
She's made two fatal mistakes here.

(11:29):
One, she's expecting something of a team that is not everyone
else's understanding of how things should go down.
She has an expectation that no one else has, which is while
she's gone, she shouldn't have to come back to a bunch of work
that she should be doing. I will say things people are

(11:52):
doing while she's gone. I will say, OK, so I agree with
that because it's like, OK, I understand that you want some of
your work to be done because like why you're gone.
So you don't have like a millionstuff to do when you're gone.
She did make it. I'm not sure if it's this video
or another video where she explains that.
I guess according to her, her team policy, company policy,

(12:15):
because, yeah, well, they have ateam of five.
It's like a team of five within like a larger company.
And so there's like I'm assumingthere's multiple teams, managers
of each team. So I guess from what I
understand, the context I get isthat like they're made aware
that they like, if someone on the team is out of office, then

(12:38):
the other team picks up their slack.
Now granted, they have their ownwork and they can't completely
pick up that person's slack. So basically I'm like, where do
you see, OK, do you see like diddo you get the impression that
she expected them to do everything or at least a a
reasonable amount of her job while she was gone?

(12:58):
She said she didn't expect everything to be done but at
least some things to be done. And later on she mentions like
these older requests that were in the e-mail that should have
been processed a long time ago that she kept asking her manager
to check on and never did and the manager never did.
Which that would legitimately pissed me off, but it has
legitimately pissed me off. Exactly.
I've absolutely been in that situation.

(13:19):
But speaking from a bird's eye view situation, knowing I've
been in her shoes, the first fatal mistake was her having an
expectation that nobody else had, right?
And not being able to clearly communicate, communicate that to
anybody, which is partially her own fault and partially her
manager's fault, partially her own fault, because her
expectation of the situation is way too high in general, it's

(13:41):
way too high, OK? Because she has such high
expectations for herself, she assumes everybody else operates
like like that as well. OK.
And like, and as someone who's been there like who where I get
annoyed when other people seem to like coast.
And I'm not saying her, her teamcoasted or anything.
Obviously we don't know what they did while she was on

(14:02):
vacation. We don't, we don't know what
their perspective was. So, but as someone who has like,
as you said, like we have like ahigher expectation of ourselves.
We're, we're kind of like perfectionist in that way.
And we expect other people to bethat way.
And so sometimes we have a hard time reconciling that that like
there's other people that just come in, do their tasks and just

(14:22):
go home, whereas we will go above and beyond, even though
we're not asked because Brian, the life after layoff guy, he
even said that. And we'll, we'll probably bring
this up if we watch that part ofhis video or he said which he,
he says that he doesn't know if they approved her overtime.

(14:45):
Like he's like as a manager, I would, he's like, I would be
kind of miffed. I was like, but obviously we
don't know if they, because she keeps saying I worked 5 1/2
hours of overtime to compile these notes.
And so we don't know if they expected her to do that, if
they, if she told them she was going to do that, if they
approved that. And so like that could be an

(15:08):
issue, but it's also like I'm like, obviously the manager,
like she mentions multiple timesI worked 5 1/2 hours of overtime
to get these notes ready and themanager at one, never at one
point, never, sorry, just to just to kind of push back
against Brian, which I know we haven't heard from him yet.
Never. The manager never says, I don't,
at least I don't remember that. The manager never says we didn't

(15:28):
ask you to do that, like or we didn't approve of you doing
that. So I feel like they didn't care
that either they didn't care that she did that, or they
approved that she would do that.I think it that when we finish
this, my own personal opinion isthat I think she had other fish
to fry at this point and the 5 1/2 hours of overtime was like
the last thing she was worried about.
But I'm going to sit here and tell you right now, I don't know

(15:51):
how that company runs and I don't know how a lot of
companies run, but I know for a fact that 5 1/2 hours of fucking
overtime is not pennies, OK? And most companies are not just
going to let you work 5 1/2 fucking hours of overtime
because you want to write notes for your team that no one asked
you to write. OK, that's where I'm at.
I have done this shit. I have come in on my days off

(16:14):
and worked for hours and hours and hours on shit no one asked
me to work on because I felt I was trying to be helpful.
I wanted to be helpful. And then when it wasn't
appreciated, I was pissed off. Or when someone ruined all the
work I did by making a mess of it.
I was pissed off, right? My that's my problem.

(16:34):
Because I should have never walked in the door on my day off
and spent my time with my familydoing shit for a job and for
people that weren't going to appreciate it.
So whose fault is it? It's my own.
And that is an unfortunate fucking lesson we have to learn
as adults navigating the workplace with brains like ours.
Like you said, we are the ones who want to go above and beyond

(16:57):
all the time. Not every situation deserves our
above and our above and beyond. Not every person deserves our
above and beyond. And it is something most of us
will struggle with until we figure it out the hard way or
something clicks for us. Right.
She's figuring it out the hard way that the 5 1/2 hours she

(17:17):
spent was wasted time and she's now upset.
Which is understandable because I have been upset.
I I literally have been her. There's a reason why I wanted to
talk about this. It's not just to read this woman
for filth, OK? It is because it brings up so
many parallels to my own life. When I was working, I have been

(17:41):
her. But because I have been her and
have had time to process, I can tell you this is not the way to
go. She's upset because she's
realizing I fucked up by giving them my time and they didn't
even give a fuck. She's just now figuring this
shit out. She's in her 20s from what I

(18:01):
understand early 20s so she's. Probably, probably mid to late
20s, probably mid to late 20s. If she's had a yeah, I guess
she, if she has a master's and everything, she's Oh yeah.
Probably mid to late, you're right.
You're right. Mid to late 20s, you're right.
So I know she hasn't hit 30 yet 'cause she mentioned something
about being in her 20s at some point in one of the videos I

(18:23):
watched. Anyway, that's all I have to say
on that. So let's finish up.
We've cut a lot of long way to go on this.
Yeah, we're not gonna why we're gonna listen to this whole video
if I listen to this whole thing,but we can like probably skip
forward at some point. Yeah, so this current thing
that's on the screen says this was her other fatal mistake and

(18:44):
we'll get to it. She name drops her company and
her parent company and her manager.
And I'm going to tell you why she should have never done that
later, but just letting you know, she has officially name

(19:05):
dropped them. And now she's upset saying this
is how this company in person think a new director should
speak to a disabled employee. Yeah, she's using now.
Well, I'm disabled so you can't talk to me that way, which I
have a whole other fucking issuewith, but here we go.
And then I I'm just kind of leftout without any knowledge of

(19:29):
what happened or. But that's what teams do.
So when and we have processes that we follow and when we're
all following the same process, you have a question about
something, we know where to go look.
And so that there is no need to provide really long, lengthy,

(19:49):
detailed correspondence about what I did.
Feel like if I take the time. Yes, there is.
Yeah, because. I was basically sounds like
don't paddle on me. She's like basically saying
don't tattle on me. It's like it sounds sounds like.
Yes, there is, because I'm sure it's been discussed previously
that she needs detailed instructions to be able to
understand the scope of her job.So that is an accommodation, A

(20:13):
workplace accommodation that she's mentioned in other videos
that her old manager used to give her.
She would always give her a heads up when things were going
to happen and she would always make sure she detailed her
descriptions of what the scope of her job was or what her
expectations were so that she understand, understood.
Well, this is something I neededat my job that I never got.
It it sounds like she's like there's no need to provide these

(20:34):
lengthy detailed like correspondence of what I did.
So it sounds like she, well, Allison like typed up like
everything that happened becausewe know that she went to the
director. So it's like.
She went above her manager's. Head, which is also like
something that was a no, no in in my in my company was you

(20:55):
don't go, which I also like. I understand Allison, because
like I had a hard time with because it's like, OK, but my
managers, if my manager is not, I'm not just talking about the
manager I had when I got fired. I'm talking about like other
managers, like, OK, but if I'm on par with my manager, my
manager's not doing anything. Who am I supposed to talk to,
right? It's like, I get where she's
coming from with that. She just obviously keeps taking.

(21:16):
She basically takes every step that I have taken in my life,
but just one. Step too far too far and this
situation though. She didn't even bother talking
to her manager about this. When she got back, she returned
to work and immediately realizedshit wasn't done and immediately
emailed the director. Went above her manager's head,
didn't bother to talk to the manager, and then this came back
around to the manager from the director saying you better

(21:38):
fucking deal with this shit essentially.
And then this is the result. Yeah, so.
But you'd better figure out how to keep track of your emails.
That pissed me off. In my notes I said I want to
ensure the Startup Teams clinic lists are updated.
They've been using outdated lists and.
Her message is September 15th. Yes, I've mentioned it several

(22:02):
times. Well.
Clearly it's it's not registering and she should she
should be the one that's I don'tunderstand what the problem is.
The problem is, I've asked multiple times if I can work
with her to get an updated list for her team to use.
And did you not just tell me that you have already provided

(22:24):
them a list from now? Yes, I don't know if that's what
they need or not. And I was just hoping that you
could follow up with her, you know, like manager to manager
and like make sure we get on thesame understanding I, I think.
You're the expectations are inappropriate.
That's where we're at. OK, I'm going to stop it there.

(22:46):
So I think your expectations areinappropriate.
I'm sorry you're going to probably be really mad at me,
but I agree with the manager. Her expectations are
inappropriate for the setting that she's in.
They are. Is it well-intentioned?
Absolutely. Is she just trying to be
helpful? Yes, I truly believe that.

(23:06):
I truly believe that there the reason why this woman Allison is
so upset has nothing to do with the fact that she has some
vendetta against this woman initially or that she has some
vendetta against her company. She's genuinely upset because
she feels like she was trying tobe helpful and no one gave a
fuck and now that she's coming back to chaos.
Also during this time later on, you're going to see that or

(23:28):
later on in this video if you want to watch the whole thing,
she talks about how there were requests that weren't filed and
a list of requests and she's like, I'm coming back to utter
chaos and then. And she said that like and the
manager says like the request system they have is unstable
and. Then because they're going
through an IT change essentially.
So there was no point in trying to put these accesses through

(23:51):
just to have them potentially not go through, get lost in the
system. They don't know what worked,
they don't know what didn't, andthen have to re redo all of this
again. So yes, it's going to look
insane. It's going to look like nobody
did anything because we couldn'tdo what you were expecting us to
do because we had an IT transition and we couldn't file

(24:12):
those requests during that time.That shit happened.
So it just does. So I think what happened here,
in summation, I think what happened here, Allison has a
need for very detailed understanding of what is
expected of her and she wants togive a very detailed

(24:35):
understanding to people of what is expected of them from her,
right? This manager does not fucking
operate that way. This manager assumes that if
you're a grown ass adult, by theway she's speaking to her, this
is my assumption. This manager assumes that she's
a grown ass adult and should be able to understand these things
that every other grown ass adultunderstands, right?

(24:57):
And just have this knowing that's supposed to be somewhere
of how things work and why things are the way they are and
what the fuck ever, right? So these two things don't mesh
well. I was in a similar situation.
Granted, I love my manager, but we were very polar opposite

(25:18):
personalities in a lot of ways. We got along in a lot of ways,
and then we didn't in a lot of ways.
There was a lot of things that Ifelt should have been taken more
seriously that she could give a fuck less about and vice versa,
right? And I didn't understand why she
cared so much about her things and she didn't understand why I
cared so much about my things. But at the end of the day, we

(25:39):
had to figure out how to make itwork, right?
This is a situation of oil and water not fucking mixing.
This manager doesn't care to understand Allison.
And this situation went so quickfrom Perth being in there for
three months and then the situation escalating.
I don't think, I don't think this manager knows how to deal

(26:02):
with somebody like Allison because a lot of people don't
know how to deal with neurodivergent people in the
workplace. They assume that we're trying to
take over their role or being bossy or being, you know,
pedantic or we are getting, you know, too narrow, narrow scope
on things or, or, or. We have like, like she said,
like we just have too high of expectations.

(26:24):
For. Yeah.
Right. So that's what I think is
happening here and then you obviously that you obviously see
that this is affecting Allison negatively.
She's upset, she's frustrated, she's.
Frustrated because like. Manager's frustrated.
They're frustrated at each other.
Yeah, because at one point the manager caught like, she's like

(26:45):
Allison, honey, listen. And then at one point she goes
like she's very condescending atsome points.
And then the thing that pissed me off was Allison was talking
about the like the emails and everything.
And then and then the manager goes, you just need to keep
track, better track of your emails.

(27:05):
And I'm like, it seems like Allison keeps great notes and
details and everything from whatI understand so.
She's flustered right now and you're asking her to perform
under pressure, which is not going to happen with somebody
with time, with cognition, understress.
And, and that's, and that's happened to me too because like
I, I can't like, as we know, I can't really think on my feet

(27:27):
very quickly. And so if I'm getting like
basically I, I play a lot of conversations with my head like
what I think is going to happen before they happen.
And then most of the time it doesn't happen that way.
And so when I'm asked to like present, I guess evidence, for
lack of a better term, for something like to defend my

(27:48):
position, I have a hard time thinking of it.
And so then it seems like I don't know what I'm talking
about when I do, it's just I have a hard time of like
conveying my thoughts. I can't give you impromptu
answers. You asked me for a specific
detail even though 5 minutes agobefore you asked me I knew every
fucking detail and I knew everything wrong the second you
asked me. When I'm upset it's gone, I

(28:10):
can't access it. So I again, not having a
traumatic brain injury, but knowing that our brains are
wired differently. I have a lot of the similar
issues that she talks about. I can fucking relate.
I'm so serious when I say I fucking was her.
Like I was her at my job and it made me fucking miserable, OK.

(28:34):
It made me. Miserable because I wanted
nothing more than to succeed in my job and be basically the
fucking hero at that place and see the place succeed.
Because I loved my job. And when I love shit, I take
care of it and I want to help it.
And when things break, I want tofix it.
And it seems like Allison reallyloved her fucking job.

(28:55):
She moved across the country forthis job she does later on.
Yeah, Denver, or at least Colorado is where she.
Yeah, so she and I think it is Denver because she talks about
never being able to find a placeto eat in Denver.
So whatever. I find that very fucking hard to
believe. That's later in some other video
on her TikTok. Go watch it.
But anyway, she's she's definitely in Denver.

(29:16):
I I get it, babe, I get it. I was you, Allison.
I doubt you'll ever watch this or hear this or whatever, but I
was you, OK? Like I was you.
I get it. I get why you're upset.
I get everything you're going through right now.
I fucking understand it. You can't possibly comprehend
how the fuck you could leave fora week knowing that you

(29:38):
literally spelled out every single thing that anyone could
have ever needed to know about what needed to be done or what
could be handled while you're away.
And you came back to a basicallya giant middle fucking finger
because nothing was fucking touched.
Nothing was even dealt with. No one even acknowledged her

(30:00):
fucking notes. OK, and she feels like what the
actual fuck? Why would all like why did I try
my fucking middle finger? Like why?
Why did I try? Why did I try?
And then she walks into the factthat there was an IT transition
while she's gone, and now there's a new system they have
to figure out how to use. New things drive me into a

(30:22):
different kind of fucking crazy.I'm telling you, I started
losing my fucking cool before weever got to the new store.
But when we transitioned to thatnew store, I lost my God damn
mind. There was so many things that
made no fucking sense and so much change and so much fucking
chaos and expectations were tripled and also there were none

(30:44):
at the same time. And it applied to some people
and not other people. And it changed from fucking
minute to minute. And I couldn't fucking handle
it. I couldn't deal in a such in in
a fucking environment like that,that I can't deal in chaos.
I don't fucking thrive there. And I feel like she's probably
exactly the same way. And that that happened to me
like it like basically to AT because when at my old job we

(31:09):
got a new like online banking system, my company decided to
switch this new online banking system like 2 weeks before
Christmas. The dumbest thing you could ever
fucking use a finance. Institution, yeah, because we,
it was like literally like I think December 15th or something
like that. It's really like within the two
weeks before Christmas, at leastthe month of Christmas.

(31:30):
And mind you, as everyone can expect, banks and stuff are very
busy, like leading up to Christmas, because people are
shopping, people need their money, they need to make sure
their cards work online banking to check their balances,
everything. So we.
They're raising their limits on shit so they don't get flagged
like all. Sorts of stuff.

(31:50):
And so we have this online banking system switch, which
they didn't really prepare like they told us it was happening,
but then and we got to like messwith it a little bit.
But then the company that they switched to was completely
inept, just completely not there.
Like prom made a lot of promises.
They did not keep the head of the company of the online

(32:11):
banking company was terrible. I dealt with her personally and
she was awful. And she like never listened to
anything you said. But not only that, that was this
like the same year of COVID. So people are using, you know,

(32:32):
like even yeah, that was that was 2020.
So people are even are using thesystem of this new system like
like so online banking is at itspeak because we people can't
really go to banks that much. They can't really go out and
everything. So and then I was written up
like a couple months after this,because we were because we were

(32:56):
in COVID, we were also taking turns working from home.
And so and then also because of like winter, we had like snow,
snow days and stuff. And like, or what really pissed
me off is that we were expected to work in the call center, but
other people weren't expected towork because obviously like the
branches were closed, but we were expected to work from home,

(33:17):
but we had no support from the other things.
Hi my name. Is Allison and if you're new
here at my last. And so the, and so I got written
up because I was just obviously so frustrated.
And so basically when I talk about like I had a manager who
sounds exactly like the manager in her, in her recording, like,

(33:41):
yeah, but manager that fired me had some aspects and like did a
lot of phrases that manager had.But I'm also talking about like
the manager I had in the call center, like my call center
manager and me like did not see an eye to eye on like almost
anything. So I just completely understand
where she's coming from. And I also had a position where

(34:03):
if I was off for a week, the person there, I did have a
person that would take over my slack.
Granted, me and that person worked very well together
because we both have the same mentality of, well, if I don't
get it done, it's not going to get done type of thing.
And I think you're muted by the way, But yeah.
And so and so we worked, we, we both had the expectations, we

(34:26):
were both neurodivergent. We both had the expectations of
like, here's this list of shit to do, please get it done.
If not, at least get as much done as possible.
And so, and we always worked well with together with that.
So, but then my position that I was fired from, I really was the
only person in that position. So if it like my, my manager did

(34:49):
do like some stuff, but I told Nikki earlier, it's like I would
have preferred to do it myself because that way I would quote
UN quote know it was like done right, like at least my
expectation of right, whereas everything's uniform and stuff.
So I so I like I said, I completely get where she's
coming from in this. She just, she just did it the
wrong way. Yeah.

(35:09):
And I want to have a little discussion about doing it right,
like doing it ourselves, becausewe want to do it right, which I
talked to you about before we started at the, you know, sort
of towards the end of this if wehave time.
But because that's a whole that could probably be an entire
episode in itself. But that is something that I
also have struggled with, but I feel like.

(35:30):
It's hard for me to relegate. Time away from it?
Yeah, it's hard for me to relegate enough time away from
it. Yeah, to know that it's just
not, it's not an effective strategy if you're working with
people at all other than yourself.
So it's just not then. Anyway, we will get to that
later. So our next our next video is
another one from Allison. This is only four minutes long

(35:50):
and I am going to play the wholething because you need to hear
the whole thing. It is important that you hear
the whole thing. I'm just going to warn you now,
this escalates quickly, so. Yeah, we went from hearing her
context. What is?
What is? Where is this video for context?
This video is after this phone call with her manager took

(36:12):
place. OK, I'm going to give you a
little bit of middle story. After the phone call with the
manager took place, OK? She was laid off very shortly
afterwards. OK, there is a she feels that
this was calculated that the retaliatory retaliatory.

(36:37):
Thank you. That's the word I was looking
for. I can't say that she's incorrect
in that feeling. I think absolutely it was.
I don't think the layoffs in general were retaliatory because
later on she mentions that therehave been layoffs that had been
in the works for a very long time and that everyone knew this
was happening and they were toldmonths in advance that layoffs

(36:58):
might happen. But I think as someone who is
looking at it from a company perspective, you have an
employee who is not meshing wellwith their manager.
They're going around their manager, which is a no, no to
get to the director without first trying to speak to the

(37:21):
manager. They go around their manager's
head to talk to the director about something that should have
been handled between them and the manager to start with,
right? And the managers are going to be
consulted and so are the directors.
As to who should we be laying off from your team, like your
team's up, who's got to go? They're going to say her.
She's the only one giving pushback.
She's the only one that's not working out right, Correct.

(37:44):
So yeah, it's going to be her. She made too many waves and she
put a target on her back and outshe went.
Does it make it morally correct?No.
Do I like that that's how thingswork?
No. But is this the way of the
world? Yes.
And I'm a very real realist person, OK.
I deal in reality. Therefore, I probably say and do

(38:06):
a lot of things most people don't like because I have a very
baseline understanding of like, this is just how shit works and
the way you feel about it in thegrand scheme of the world
probably doesn't fucking matter.So why even have a fucking
feeling about it? This is just life, right?
This is how it works. That's probably trauma, but
that's why I'm in therapy and I'm going after this so hush.

(38:27):
Anyway, she was laid off. She gets pissed.
Very pissed, very fucking pissed.
Understandably, she's just lost her fucking income, OK?
This is a big deal. Now is not the time to be losing
money in this fucking economy, OK?
It's just not. And she's a single person living

(38:49):
in Denver. I'm assuming Denver is not
incredibly expensive to live in,but it's a city, so it's
probably expensive to live in. Yeah, and.
And she had moved there like, like only a few months prior to
this. Like she'd only been in this
location, She'd been with the company for a year and a half or
two years, but she'd only been at this position, like in this
location for like a few months. So she didn't have any resource.

(39:12):
Like she doesn't have any peoplearound her.
Right. She's saying she has nowhere,
she has no family to go back home to.
So it's not like she could just break this lease and leave.
She's saying she has no safety net.
This is all she has, right? So she's spiraling. 100%
understandable. I would be as well.
OK, I totally would be as well. So she but she feels that the

(39:36):
best way to handle this is to make an SCRI are non SCRI.
That's the fucking thing to makea what am I trying to say equal
opportunity the the EEOC yes an EEOC.
Sorry I looked at SCRI on the screen.
That's not what I meant the. EOC complaint, which is the
Equal Employment Opportunity something I think.

(39:59):
No, that's wrong. What's the EEOC?
Equal Employment. Equal Employment Opportunity
Commission. I was right.
Equal Opportunity Employment Commission basically, and Brian
brings us up like while HR is not your friend, HR is not there
to protect the employee. HR is there to protect the
company. The EEOC is there to protect the
employee. They are the ones that advocate

(40:20):
for the employee. They're the ones that make it to
where the company if something happens with the company, it's
up to the company to prove like their position more so than the
employee. And on the HR thing, before this
phone call as well as after thisphone call, before she was laid

(40:41):
off, especially after this phonecall, she did report her to HR
several times for this phone call and turned in the recording
of the phone call to HR. So they're 100% aware of this
exact situation that we just listened to.
They have the entire, she said the whole recording was like 10
minutes long. There's an 8 minute version.

(41:02):
There's lots of jump cuts in it.I personally would rather see
the uncut version because I wantto see what she was saying and
then fucking jump cuts. But I apparently HR at this
company was 100% aware of this recording.
OK. Which also not great for you.
Sorry sister, I don't know what to tell.
You. But anyway, she decided she's

(41:26):
going to make an EEOC complaint because she's disabled and she
feels that this person, she feels that the manager was
targeting her from the day she got there.
OK, I don't know if that's true or not.
I wasn't fucking there, OK? But again, this just usually is

(41:48):
not a good look, OK? But we're going to, we're going
to, we're going to let you listen to how what she has to
say about it. Because this is where shit
starts to lean for me, where I'mlike, all right, mute it. 1st.
I'm going to. I'm going to.
All right, here we go, folks. Last company celebrated my 2
year anniversary by illegally laying me off because I had

(42:09):
reported my new manager multipletimes to HR for harassment,
bullying and discrimination and they chose to protect her and
leave me to face homelessness ina city where I don't have any
friends, family or resources. And today I want to talk about
the cease and desist and more importantly, I want to share how
I responded to their cease and desist.
So I said I believe you're a bitmistaken.
Susan made numerous disparity remarks about me over the course

(42:29):
of ten months, which I have on audio recording.
SCRI decided to damage their ownreputation when they hired a
woman who has a reputation for disrespecting and harassing her
subordinates. It was unprofessional for SCRI
to hire an unqualified woman dueto nepotism.
It's unprofessional for SCRI to know that one of their employees
has disabilities and to force them to work under a bigot with
0 support. It's unprofessional for that
woman to do everything in her power to create a toxic work

(42:50):
environment because she was trying to force a disabled
employee to quit is unprofessional for the
responsibilities that belong to Susan Stephen, according to the
senior director. To be thrown at an employee who
made less than half of Susan's salary without ever having a
single discussion about those responsibilities is
unprofessional for the senior director and Susan Stephen to
force me to work overtime on numerous occasions because they
refuse to communicate with me and would not clarify that Susan
Stephen would not be engaging inher duties as a manager.

(43:13):
It was unprofessional for SCR tostand behind a grown woman who's
a blind employee who had been with the company significantly
longer. To this day, I was still at the
company longer than she has been.
It is unprofessional for SUI to be completely compliant in the
discrimination, harassment, and bullying of a disabled employee.
Furthermore, it was unprofessional for SCII to
retaliate against a disabled employee by laying them off.
It is unprofessional for the Senior Director and Susan

(43:34):
Stephen to define escalation pathways and for Susan Stephen
to then completely disregard theprocesses set forth by her boss.
It was inappropriate for a director to bully an employee
because of the disabilities. It's inappropriate for director
to bring up their disabled childwith the sole intention of
comparing their child to a disabled employee which is audio
recorded. Isn't appropriate for a director
to call a subordinate honey? Isn't appropriate for a director

(43:56):
to repeatedly disregard the disabilities of our subordinate
by constantly interrupting them and changing every aspect of the
role to ensure it is more difficult for that employee?
Isn't appropriate for SCRI to break numerous laws in regards
to your precious severance agreement?
I have the Vice President of HR on audio recording lying to me
and misrepresenting how the terms of that agreement would
play out. Had she told the truth, I may

(44:17):
not have signed the agreement. Severance agreements can be
voided due to misrepresentation in addition to an employee being
forced to sign the agreement under duress.
After 10 months of being abused by Susan, Stephen Sri set me up
by hiring a new employee and then laying me off.
This is how I know everything about that layoff was also a
lie. Knowing that I had just moved to
the other side of the country and wouldn't have any financial
resources, forcing me to sign such agreement in a limited

(44:39):
window of time without the opportunity to discuss the
agreement with legal counsel is the absolute definition of
duress. Upon further research, it
appears that some of the causes in the agreement may also be
illegal. Since McKesson has decided to
get involved and continue to support an abusive director, I'd
be more than happy to let the world know that McKesson
condones vertical violence of disabled employees.
McKesson is a much more recognizable name than Sri, so

(44:59):
that should help with my engagement.
You forget that I have absolutely nothing to lose since
my source of financial stabilitywas taken away due to Sri
harmful decision to hire an abusive woman.
I can barely survive and I did not deserve to be mistreated for
10 months and then laid off and left to face homelessness
because Sri couldn't admit that their precious director acted
illegally towards me. You would think, given the
circumstances, that Sri and McKesson wouldn't continue to

(45:20):
act with such hostility towards a hard working employee who can
damage the reputation of both companies by simply telling the
truth about their experience. Yet you continue to show that
these companies are devoid of empathy and basic human decency.
How many people have to complainabout Susan before Sri and
McKesson will admit that she's aliability to the company?
Her reputation at her former company should have preceded her
and prevented her from being putinto another position of power

(45:40):
that she does not deserve to be in.
Her reputation at the oncology clinics engaged in contracts
with SDRI should have made someone consider that Susan is
not fit for the position you areif you're paying her for.
Thanks for demonstrating the company's lack of values, Signed
Allison, Master of Science. OK, so we're going to break that

(46:04):
down. So basically Susan was the
manager just in case, because I don't think we said her name
earlier, but Susan was the manager that she had the
conversation. No, he's referring to her as a
director. So yes, the manager, the
director, and then apparently there's a senior director above.
Her yeah. So Susan is her manager that was
in the audio recording with her.And then SCRI is the Sarah
Cannon Research Institute, whichis the company that she worked

(46:27):
for. Right, OK.
This is where I y'all might hateme or love me on this but I
don't care. These are my thoughts.
I hate this, I hate this, I hatethis.

(46:47):
Any semblance of credibility that you had for a case against
harassment, you have just thrownout the fucking window with this
absolute tantrum of a fucking e-mail.
Also, I know I don't English, well, especially in the written

(47:11):
form of English, but for fuck's sake, can we put some paragraphs
in this bitch and some fucking indentations because holy brick.
OK, this is an e-mail. This is not a text, you guys
need to go click on this link and and read for it yourself
because I know she's talking really fucking.
Fast. She talks fast and so it's hard

(47:32):
without subtitles basically. Right.
But again, that's why we're going to break it down.
Holy mother, forking shirt balls.
Do I hate this. All right.
First impression by you before we get going.
Well, I wish she would. One would have shown the e-mail
that they had sent her. In the beginning.

(47:53):
OK, because. Yeah, she.
Blocked it like she's because I sent her a cease and desist.
I'm assuming she doesn't explainwhy they sent her a cease and
desist like I'm assuming it's because of her video work like
her uploads. Because she's giving, she's name
dropping them before this, she'sname dropping the company, she's
name dropping her. And listen, when most places

(48:16):
when you sign a severance package, you're signing a
fucking NDA. You can't.
You can't talk shit and then getaway with it.
A lot of severance packages comewith an NDA or at least some
sort of part of that that says if you're going to go out and
say a bunch of ignorant shit about us and our company, expect

(48:38):
to have a fucking legal action taken against you.
OK, There's like there's arbitration clauses and fucking
things to keep you from suing companies that you work at.
There is not you can't do it, OK, You just you can't do this.
So she can she did, but not without fucking consequence.
OK, Basically it's just telling her not get the fuck off.

(49:00):
Basically, you can't keep sayingthe shit you're saying about
this person. And if you don't stop, we're
going to sue you. Essentially is what it says in
lawyer speak, you know, in corporate speak.
So all right, sorry your the rest of your thoughts.
What, What else do you have to say about this initially before
we like really break it down? It's just like you said, it's,

(49:22):
it's one big wall of text. She just she starts, I
understand that she's like coming like she's trying to make
a point like they're they're they probably called her
unprofessional. And so she's just pushing it
back of like, well, it's unprofessional that you did
this. It's unprofessional.
You did that. And so it's like, girl, OK,
you're threatening them by basically just by saying you're

(49:43):
going to put them on blast. Like just get a lawyer, girl,
just I understand that you don'thave a job right now, but like
just just get one of those lawyers that won't get paid
unless you like, unless you win,just get, just get like an
employment lawyer. Like I understand she went to
the EEOC and they she mentions in a later video they basically

(50:04):
said they wouldn't investigate like they didn't see any and
which she also seems to take as a slight.
Yeah, which I'm sorry, you had no case, baby.
I don't, yeah. And so like I understand, like I
understand toxic managers, like I get that, but it's also like
you couldn't you, you keep saying she discriminated against
you because you're disabled. You don't have proof of that

(50:27):
because like you said that like you, you claim that she knows
you have a TBI and that she's interrupting you as a way of
being disrespectful against an Adisabled employee.
Like OK, as someone who has a hard time not interrupting
people, like if I, if there was someone I knew with the TBI,
like it would be very hard, I'd be very hard pressed to stop

(50:50):
interrupting just because I knew.
Like if if I knew they had ATPI.And that's not me just being
disrespectful. It's not like you're also not
respecting me as a person. Like it just she seems like like
like like like we said earlier, she seems to have like a lot of
expectations of people. And I get that what happened to
her was shitty and I get that her manager may have been
shitty, but she's also, like yousaid, weren't like wait, like we

(51:13):
said, she's not handling it well.
She's she's flaming out. And so basically every reaction
she has is reaction I've had, but she just takes it like to
level like to level 11. Like she just.
Yeah, these are inside. Thoughts.
Right, she you call. Your best friend and say this
shit. You don't e-mail this to the

(51:35):
company. Like I when I when I got denied
unemployment by the judge and I could tell the judge did not
listen to like half of the things that were said which that
legitimately. Was bullshit.
Yeah, and so, like, I did start typing up a whole thing to send
to like, the review board, but then I was like, you know what?
Just fuck it. I don't give a shit anymore.

(51:55):
Where this girl would definitelyhave like, she would have been
calling the news. She would have been like, yeah,
like she would. She probably would have found
that judge and, like, harassed him or something.
Like she, like she, Yeah, she's just yeah.
We're going to talk about that later.
We're going to talk about that later.
She, she doesn't know how to letit go and it takes it to a place

(52:17):
it doesn't belong. But there, there at the very end
of the video, I stopped it before she finished.
She said everyone keeps telling me that I should stop naming
her, but I don't care. Honey, you've made that very
clear that you don't care. But here's the problem.
You are not exempt from the consequences of your actions.

(52:39):
Period. I don't give a fuck if you're
disabled. I don't give a fuck if you have
a TBII. Don't give a fuck if you have
trauma, you are responsible for the consequences of your
actions. No person gets away with her
level of functioning. Let's be very honest with her

(52:59):
level of functioning, if she canfunction enough to write this
shit. And and acquire a Master of
Science like a masters. Of science.
Then she can function enough to understand that this is not
right. She can understand that there's
a way to conduct yourself professionally in the workplace.

(53:19):
I don't buy that you have too much brain damage to understand
that you have to be. You have to give as much as you
get right. And I don't care if that sounds
shitty. Call me ablest.
I don't give a fuck if you have this level of fucking
functionality, just like I have this level of function fucking

(53:42):
functionality. Then you have an ability to
understand, learn, and grow pastthe shit that you have done and
learn that your consequences have fucking actions.
You are not exempt from it. Sorry, you're not exempt, just
like we've talked about with theNicholas Gotojon thing.
Yes, he was severely autistic. Yes, he had other diagnosis, but

(54:05):
he was not exempt from the consequences of his his actions.
He still murdered Someone Like You are not exempt from the
consequences of your actions. Babe, you can in the great
fucking country of the United States of America, do whatever
the fuck you want to do. You can't then walk down the
fucking St. and expect nobody toholler at you about it.

(54:27):
You know what I mean? Like you, you just don't get to
do shit and not have a fucking consequence.
Like we live in a society, OK? We live in a society you cannot
say this shit and expect anyone to take you fucking seriously
ever again. In any fucking company you ever

(54:48):
apply for. You are cooked next, but very
quickly I want to point out a couple things in this video
because of course this is going to be a long 1 and I'm sorry
very quickly I want to. Point out a couple things.
How? The fuck dare you call?
Her a bigot for your perceived sliding on this shit?

(55:16):
How does that make her a bigot? How does that make her like it
was? For vertical violence, which I
don't know what the. Fuck, that means I I looked it
up. I looked I I did look it up.
I. I looked it up.
It means vertical violence is a form of workplace violence that
occurs between individuals at different hierarchical levels,

(55:36):
such as a manager and a subordinate.
It's characterized by acts of aggression, intimidation, or
undermining behaviors that disrupt professional performance
and satisfaction. This can include actions like
yelling, withholding information, ignoring, and
humiliation. Basically she sees her manager
like pushing against her. Like obviously not in the best

(55:57):
way either as as her being a bigot.
Against her being disabled. Instead of just being a
personality difference like she's, she's the kind of person,
hold on, she's hold on. Let me finish my thought.
She's the kind of person that would think like freedom of
speech means freedom from consequence.
It's like, like she, she thinks that like anything she does

(56:21):
shouldn't have consequences. And so like, like I said, she
has this victimhood mentality that where she does, she's not
taking accountability for anything.
I can't stand when. Words like that are used in
situations they don't fucking. Belong in.

(56:43):
Because what happens is the world sees people like her who
are crashing the fuck out and accusing people of the highest
level of bullshit they can possibly be accused of in this
given situation. And they're going to go.

(57:04):
Now this. Now anyone, any any other time
they hear. These terms used right like
vertical violence or abuse or toxic work environment or shit
like that. They're gonna roll their fucking
eyes and and think people are like her right?
You're cheapening the fucking definition of these words when
you attach them to bullshit. It doesn't belong attached to

(57:26):
vertical violence. Sounds pretty fucking severe to
me, and I don't believe that's what fucking took place here.
I'm sorry, Was I in her office? No.
Could that manager have not liked her and kind of been an
asshole to her all the time? Absolutely.
Maybe she was. I'll give her that.
I will fucking give her that. OK, What you don't do?

(57:47):
Is call. Her every name in the fucking
book in an e-mail to the companywho's just told you to knock it
off. OK, knock it off or we're going
to sue you instead. You double.
Down and make. It worse, she took it even.
Farther at this point by. Calling her every name in the

(58:10):
fucking book and accusing the company of supporting her and
then the little fucking snarky ass shit about name dropping the
parent company and going think what that will do for my fucking
engagement. Get get get off my God damn
screen with that shit. Right you, you little fucking
brat, is what I wanted to say toher in that moment.

(58:31):
You are being a brat. This is what brats do.
This is what toddler fucking tantrums look like from 20
something year old women. Stop it.
You are making us all look bad. Yes, and she's making us all
look bad. Every person that now has to
bring up something like this hasto go up against her and every

(58:51):
other stupid bitch who's ever done this shit.
It's cheapening. The fucking.
Issue. That's the problem I fucking
have with it. Also like you said, there's just
00 possible fucking way in her brain that she could understand

(59:12):
how she has any fucking thing todo with the consequences or or
with with this situation and howit went down.
Like she cannot wrap her mind around the fact that part of
this is her own fault. Like it's your own fault.
I'm sorry. Part of it, yes.
That manager probably shouldn't be in the role she's in.
She's probably not great to be working with teams.

(59:34):
That shit happens. But you did some of this to
yourself by crashing the fuck out about it and then accusing
this woman of shit you have no fucking proof of because don't
you think? Listen, if I had proof of
someone actually discriminating against me by saying something,

(59:56):
doing something in that way, that's what would be on the
fucking screen, not my crash oute-mail, right?
You know what I mean? You said you have.
This shit in audio. Recording from HR, Where's that
put that out? I want to hear that 'cause
something tells me. She hears what she wants.
To hear and then forms the fucking opinion she has based on

(01:00:19):
that. I don't think she has an ability
to understand objectively from any other lens but her own.
And that has not shit to do witha brain injury.
That's a personality flaw. I'm sorry.
Maybe it has something to do with the brain injury, but
that's also a fucking personality flaw, right?

(01:00:39):
Selfishness can be unlearned. Self centeredness can be
unlearned. I don't find.
That as an attachment to a fucking.
Disability. Oh, I have a brain injury now.
I'm the most self-centered prickI've ever met in my life.
I don't want to hear that shit. Like I don't want to hear that
shit. So now I'm heated and you can
tell. But do you have any more

(01:00:59):
thoughts on this before we hear from Brian?
No, no, she, I think we got it all.
Got it all out there. All right.
Well, she we know she doesn't cooked her.
Own goose at this point so tiny context on Brian, like we said
he runs a YouTube channel calledlife after layoff.
At this point in time he has 414,000 subscribers.

(01:01:20):
This video has about 10,000 likes on it and 291,000 views
and it's a month old at the timeof recording, which this is just
a day before it'll go out tomorrow on the 10th of July, so
it's got 291,000 views. In the grand scheme of YouTube
yeah that's a really fucking good.
That's good in YouTube, but it is 'cause it's not TikTok, it's

(01:01:43):
not the same shit. This is good.
It's got a lot of views, but it's not like he's got millions
of followers. It's not like he's got you know
millions of views on this video.He's not punching down,
basically, he's not punching down and he's.
No, he's not punching down at all.
OK, and he's the whole point of this video wasn't even to shit
all over her. He is a he's a coach.

(01:02:05):
He's a he's like a job coach. Yeah, he uses these videos he
sees. People send him to form content
around. This is how this went down.
This is why this might not have worked out for her.
What to do, what not to do type of thing exactly?
They're training videos, basically.
OK, so this is where we're goingto pick.
Up from the original video. This is him watching the

(01:02:26):
original video that we listened to 1st.
The the phone call, the audio recording, the phone call.
Yes, this is the phone call we listened to 1st with.
Allison and her manager, he is now live reacting to it or
reacting to it, right? We're going to hear her manager
say the thing about the expectations being inappropriate
and then we're going to hear Brian weigh in on it.

(01:02:46):
So here we go. Maybe if I could.
Present the right goddamn thing.OK, here we go.
And the volume's all the way up,so good deal.
Feeling a little bit frustrated that.
You are not acknowledging the work that your team did and that
that you were complaining to everybody today and probably

(01:03:08):
didn't get a whole lot of work done because you were so upset.
I think that I think that your. Reaction is.
Inappropriate. And to be perfectly honest with
you, I think her reaction is. Inappropriate as well.
I I have to agree with the manager here.
I know they're probably going toget a bunch of people with
pitchforks and torches out saying that while I'm siding
with the with the manager here and again, I'm only operating

(01:03:29):
with very limited information. And if she's going around
complaining to everybody in the department about how this work
didn't get done, it's likely that some other people in the
department went back and told the boss, because that's how it
seems like the boss knew that she was complaining to
everybody. And that's usually how it gets
back is somebody comes to to theboss and says, hey, this
person's is really being chirpy right now.

(01:03:50):
I I asked you if you. Expected the inbox?
I asked you if you. Expected the I'm trying to
figure. Out what your expectations are
are Allison and I can't get it straight I would just not like
to have to come in here and. Not know what is happening.
It would be so much easier for somebody who knows what's
resolved to refile things instead of me see hundreds of

(01:04:12):
emails and not know what's goingon.
Allison. The whole reason that I called
this meeting was for us to calmly go through those one by
1:00 so that I can explain it toyou.
So according to her note, the manager is.
On this call or scheduled this call because she had emailed the

(01:04:33):
senior director. So in other words, went around
her boss, went and complained tohuman resources a couple times,
went around her boss to the senior leader.
The senior leader then goes to the boss and says.
Get this thing figured. Out get on a call with her and
get this thing hammered out. I don't want to deal with this
anymore and she's causing problems.
So that's likely what happened. And so now this manager is

(01:04:53):
coming in with this I, I what what the Hell's going on here
type of type of meeting. And this, this meeting is just
like it's, it's painful to listen to this.
And when I tried to do that. All you've done is.
Argue with me. I've never been trying to argue
you with you. You always.
Sound like you're really frustrated and don't like me,
and we've talked about that. Before and then your tone of

(01:05:17):
voice continues to. Be the same.
I mean she is the. The manager's tone of voice is
definitely agitated and the the employee is coming across as is.
Disrespectful to the. Like that, there's a reporting
relationship and whether you like it or you don't, you don't
like your boss, you still have to have a level of
professionalism when you're interacting with them.

(01:05:37):
And I'm just, I'm not, I'm not hearing that, that level of
respect. And it's, it's not that you
shouldn't have any backbone withyour boss, but there are,
there's a right way to go about it.
You know, if I'm the boss and I have an employee who comes back
with all these expectations and starts barking orders at me and
demanding to know what the Hell's going on with their pile
of work that they that that theyare ultimately responsible for

(01:06:00):
because it's their job. Then I find out that they're
going to human resources behind my back.
Human resources come knocking onmy door.
And then my senior manager, my boss is coming to my office and
saying what the hell is going onwith this person?
I'm probably not going to be toothrilled either.
So and all right, so. How do you feel?

(01:06:24):
That he's handled this so far, at least this section because
like there was another section he was talking.
About that I didn't really agreewith him on but this section I
agree with him on where he yes, like she is not Allison's not
handling this well obviously like I said all we have of the.

(01:06:48):
Manager is audio. Recording like she claims she
has other audio recordings of everything and all this, all
these emails, all this documentation, but she's not
showing it as far as I'm aware. She's not showing it, but I
haven't seen every single one ofher Tik Toks.
I haven't seen any of it. Yeah.
And so. I also think.
Allison, because she realized people are engaged in this and

(01:07:10):
are basically paying attention to her, and she went viral for
that audio recording video. I think she's also like playing
it up a little bit, so to get more views and everything, you
know, 'cause she needs to make money, you know, So I guess, you
know, get that bad girl. But for him, he's like, I do

(01:07:34):
'cause like instantly I clocked the manager as being irritated,
as being frustrated. Granted, we don't know how long
the call had been going on before Allison hit record.
So she says it was 10 minutes. The video's 8 minutes.
Obviously there's a little jump cuts.
She might have just, you know, cut the very like she might just
cut 10 seconds of intro at the beginning.

(01:07:55):
We don't know. So it does sound like the
manager's frustrated. I've had managers sound like
this with me, so I completely get it.
That's why I saw Nikki earlier. It's like it's triggering but
not like I I told her like I. Don't really like using the
word. Trigger because it just has very
negative connotations, but it's very like, I've been there, so I

(01:08:15):
get it. And so I feel there's a times
where I'm not saying like. Brian is being.
Condescending to Allison, I justfeel like he thinks that was the
employee should just automatically respect your
manager. Like obviously you went about
this wrong way, which she did. She went about this wrong way,

(01:08:37):
but he's also like way earlier in the video he said she should
have just, you know, cancelled the call and said thank you for
your time, you know, whatever and just basically moved on with
her life. It's like, I don't agree with
that. Like I'm not saying like talking
about that. Why not?
Because. Like we didn't.
See his clip of and I don't wantyou to go searching for it

(01:08:59):
'cause we don't know where it is.
But basically at one point in the video, like like I said,
within like the first minute or two of their conversation of the
audio recording, he said he basically says Allison should
have just thanked the manager for her time and just ended the
call, basically not get anythingdone.
Like basically. I understand that this call

(01:09:19):
might have not been constructive.
They're both obviously very frustrated and they're not
hearing each other. They keep interrupting each
other and nothing's getting donewith the call.
But you, Brian, seems like, OK, you did the wrong thing, I'm
going to HR 'cause he even makesthe point to say HR is not your
friend. They're there to protect the
company, not you. And he made a point to say she

(01:09:41):
should have gone around the manager and went with the senior
director, which is also true. But she finally has this
conversation with her manager and you're telling her that she
should just stop having the conversation with her manager.
Like I get they're not in the right headspace for this like
this. It seems like Allison works from
home or something because and like it's like this should have

(01:10:03):
been like an in person meeting. So I get like this should have
been in a person meeting, but I feel like the conversation would
have been the same. Like they both would have been
heated. They both would have been
frustrated, so I get like the whole context of the.
Of the of the. Phone call was is not in the
best light, but you're basicallytelling someone who's who is

(01:10:25):
doing the thing that you tell people to do, which is go
straight to their manager and you're telling her, well, just
stay, you know, stop disrespecting your manager and
the call and like just thank youfor her time.
Basically get nothing done. Nothing gets accomplished.
Like what are you? What is she supposed to do then?
Like what, what was his? What was his like resolution for
that? I'm going to tell you what it

(01:10:46):
was. From a management perspective,
he's right and I'm going to tellyou why he is not telling her to
end the call and move on with her life because.

(01:11:06):
He thinks. This conversation.
Should have never happened. It's more of a the.
Lens of. The communication has broken
down. At this point, you're going
nowhere. If anything, she's digging
herself a deeper hole, which I agree, which I agree with to
get. Heated with her manager and the.
Longer this conversation goes on, the more upset she's

(01:11:29):
getting. It's only making it worse for
her. OK, again, this is one of those
situations where we don't have to like it, but this is how the
world works. Like it ain't right, but it is
what it is. It would have been out of her
own self preservation. And in her own best interest to

(01:11:51):
get off that fucking phone call as fast as possible and instead
of continuing to make waves where she's at, start putting
her resume in. And he mentions this later on in
the video when he says. You're going to have issues like
this all. The time at every place you go,

(01:12:14):
I advise to anyone going throughsomething similar where you have
a really good team, you're really everything's going well
and someone in management gets removed that you work well with
or just at all. Management gets changed.
Start putting your resume in. Assume your ass is gone because

(01:12:36):
you're not guaranteed to mesh with that new person and.
You should be ahead. Of the game, just in case, start
assuming. That you're the fuck out of
there. Because that manager is going to
have different expectations of you, They're going to have their
different way of managing. There's going to be a different

(01:12:59):
dynamic now and it might not be in your best interest to still
be there that's. His advice that he's giving?
OK, he's not saying she should have known this.
He's saying he's using her as anexample.
But you should do if. You find yourself in this
situation. Because a lot of times, this is

(01:13:21):
what happens. New management shows up.
They're not messing with somebody on the team.
They fucking get the hell out ofthere because guess who they're
not replacing? They're not replacing the
manager because it costs more money to replace that manager
than it costs to replace her. Let's be real, OK?
His point was, It was. Out of self preservation.
I can understand how it might have been taken that way of like

(01:13:43):
well why the fuck do you want her to get off the call if this
was the whole point anyway? Like she went around her head
she shouldn't have done it but it was out of self preservation
at this point right? She's only making it worse for
her. She's only making herself more
of a target at this point the more waves she's making.
Does it suck? That that is.

(01:14:03):
Our reality, 100 fucking percent.
But it doesn't change the fact that it is our reality.
It's a, it's corporate America reality.
You either get with it or you get the fuck out.
That's just how it is. And that's why he said I'm
probably going to get the torches and the pitchforks.
So am I. I have a firm belief that if you

(01:14:25):
want to, you want to operate within corporate America, you
better learn how to play the fucking game.
Learn how to play the game. Because if you don't.
You will. Fucking lose because the CEO
ain't going to. Lose all the.
People who make twice what you do ain't going to fucking lose.
It's going to be you because you're easily replaceable and
the rest of those people are notright.
It's just what it is. Call me a harsh bitch.

(01:14:48):
It is what it is. Let me let me play one more tiny
bit. I want to get his response.
To the cease and desist. Letter her response to the
season distance later. His his reaction to her
response. Basically so let me.

(01:15:13):
I think we're going to start about here.
Don't. Care.
That woman ruined my life. And I think she deserves to know
that she's a bad person. Well.
I I I'm trying to withhold. Off the rails is is probably the

(01:15:37):
the the term that comes to mind here.
I just think that this is probably a a case where she
should just delete her social media and try to start fresh and
just move on it it judging from the.
Comments I've just kind of read.Through some of the comments and
I can't confirm this 100%, but it sounds like she's not able to

(01:16:00):
find a lawyer to represent her either.
So the EEOC and and attorneys are not picking up the case.
And you know, she's, she's creating a very visible issue
and she's posting it on LinkedIn, She's posting it on
TikTok. And recruiters hiring teams from
other companies will indeed be looking on socials.

(01:16:23):
They do do this stuff. They look at your social media
and if they see this kind of stuff, no employer's going to
hire her. So unfortunately, she's going
down a really bad path. And I feel bad for her.
I feel like she is just she's allowing this one particular
bad. It's like, listen, she's making
herself like a problem and our career.

(01:16:43):
At some point our career going to have a bad situation A.
Bad employer, a bad boss, but it's better to just walk away
from it and just leave it in thepast.
Like leave it in the rearview mirror and go find a new
opportunity. It's not worth blowing up your
career over 1 bad boss. Like she's letting one bad
situation, one bad boss blow up her entire career because my

(01:17:08):
thoughts exactly. It's like.
Girl, just that, that's like. I never posted any of this.
Like obviously I talked about iton this podcast, but it's like I
never talked about this stuff like on my social media and
stuff. So it's just I never, I never
got too into like details. So and we never titled anything.
I never. Titled anything intentionally

(01:17:31):
that would. Have put.
A target on your back, either onpurpose, like and you you also
didn't have a full on crash out and call everyone at that
company every name fucking, eventhough you totally could have
and in your case it would have been fucking justified.
But this I I still wouldn't haveadvised it, but you know,

(01:17:57):
obviously I'm not going to crashat stand on.
Yeah, the point is we're we're she wants to.
Be a grown ass adult. She wants to be looked at and
referred to as a grown ass adult.
But in these next couple clips, we're going to see her response
to this video and the way that she talks about herself after

(01:18:19):
basically playing. On the grown ass adult side.
Of the street and wanting to be respected and and all this other
shit. She goes to this other side of
the street now where now she's put upon and now she's just a
young girl. OK right.
Which also pisses me off. Pick a fucking lane, OK?

(01:18:40):
You can't be a young girl when it's fucking convenient for you.
You're either a fucking woman oryou're not, OK?
You're either a grown ass woman,I'm sorry, or you're not.
Pick one. I don't even even in her, even
in her letter, even in her. Her e-mail to the cease and
desist, she's she talks about how like her manager should have
been like a grown woman. It's like, but you're also a
grown woman. Like I understand your manager's

(01:19:02):
older than you. I understand your manager's
older than you and like whatever, but you're also in
your 20s. You're, you're not like 18 years
old. So just get over yourself at
that point and listen. I don't feel my age but.
At the end of the day, my ass isalmost 35 years old.
I got to act like it. You know, even we don't want to.

(01:19:24):
Even we don't want to. That's right.
That's right, because guess what?
I have to operate inside society.
I have to. I don't have a fucking choice,
OK? I I have enough.
I have just. Just.
Enough of the Chism to make lifefucking difficult, but I still
have to operate. In society I.

(01:19:44):
Am not low, I I am not low support need I have to
participate? So you have to learn how to do
it. Yes, it might be hard, but you
got to fucking learn. Here she go on her next crash
out these. Next couple are wild so just.

(01:20:05):
Now, we told you this could probably be a long episode of a
long video. Yeah.
So this is. Here we go.
Let me let. Me get this in here.
Sorry it's my mouse is being really unresponsive, but let's
see if this works. Here we go, Brian is a random
man who made a 40 minute YouTubevideo.
About me. Without my knowledge or
permission, Brian refuses to delete the video unless I give

(01:20:26):
him the ability to control what I'm allowed to talk about on my
own TikTok account. Brian doesn't care that his
subscribers are coming to find my account and harass me.
As long as Brian makes money offof me, that's all that matters.
Brian is a career coach who hasn't been getting very good
engagement on his TikTok videos and his YouTube views have been
dwindoline. So he decided to go back to what
got him his most viral video on YouTube, taking advantage of

(01:20:49):
women. Brian doesn't care.
What happened? Jesus Christ, as long as it
helps Him. And after he spent 20 minutes.
Yelling at me, cussing me out, threatening me, and trying to
demoralize me. Brian asked me to come onto his
channel so he could give me career coaching advice as if I
would want to do that and help you profit off of me even more,
Brian. So if you're another person who
has been laid off, more specifically if you're another
woman who's been laid off and you've talked about it on

(01:21:10):
TikTok, you might want to go ahead and just block Brian
before you become his next learning example against your
will. And if you're looking for a job,
he's a great career coach. I would highly recommend Brian.
I can't stand her. Yeah, also like, like you, you.
Think he's going he you. Think he's going after you for
'cause you're a woman. Like, OK, that would make more
sense if the manager that fired you or like they got you fired

(01:21:36):
that you had this whole crash out with was a man.
Like I would get it if he if he was like taking the side of the
manager automatically. Like granted, obviously that can
not of him taking the side of the manager.
If the manager was a man does not mean he's being
misogynistic. I'm not saying that I would see
her perspective of it if like it's see.

(01:21:56):
Yeah, right. Like.
Like OK, I. Hate this, like when This is why
like the feminist movement and like women's movements like
never like we get some traction,but then we have people like
this who just put us back so far, 'cause it's like, well,
you're just doing that, 'cause I'm a woman.
Shut the fuck up. Like like it's stable.
Like the newer divergent community.

(01:22:17):
Well, they're she's just. Doing that because I'm disabled.
Shut the fuck up like that. That's what's so frustrating to
me. It's like you've obviously never
experienced in your own little like old little life never
experienced like true misogyny, true like anti like anti woman
behavior, true discrimination. Yeah, true discrimination.

(01:22:37):
If you think him like he never brings up your gender, he never
brings up like the like I, I kind of made-up, I kind of made
a thing to Nikki. It's like I wish he would have.
I don't know if he did in the video, but I wish he would have
made a point of saying like he oh, the the manager shouldn't
have called her honey. But it's not like like the
manager was like an old man calling her honey.
It just seemed like she was justbeing condescending just to be
condescending. But it's not because you're a

(01:22:59):
woman. It's like he's he's talking.
He would probably say the same thing if you were a man.
So like a man, a man with a yeah, it's just, he's like,
yeah. Yeah, but to me it's like I.
Get like, he's like, he's like you like obviously he, he, he's
not really using you to get views Like he he isn't, he

(01:23:22):
isn't, but that's the name of the game.
Like you keep harping on this situation that seems to have
happened last year. Like that audio recording video
was from last December. It is now July.
So you keep doing this for viewstoo.
So shut up. Like, are you like him saying
he's using you for views? Is him attacking women?

(01:23:45):
That makes no sense. Like he's he didn't there's no
indication that he doesn't like you because you're a woman.
Like I did not perceive that at all.
Like from his video. And I'm usually pretty in tune
with that sort of like talk and that sort of like condescension,
that sort of that sort of mentality.
But I didn't get that vibe at all from him.
No, also. The crash out is so real when

(01:24:08):
she's got to come after his virality and shit.
Like why are you throwing low blows?
He doesn't even name call you. He doesn't say anything ignorant
about you at all in this entire fucking video.
And I don't know if she said it in in that one or not, but she

(01:24:30):
fully admits to never watching the video she said she's never
watched. The video.
How the fuck do you know what heeven said?
Or how he said it? How he's assumed crashing.
Out this hard over. Something you haven't even seen.
Yeah, you're just assuming because he's a man talking about

(01:24:50):
you. That.
He's being anti woman girl and also these he does them on men
too. And the most viral video is
fucking hilarious because there are videos on his YouTube
channel that have multi millionsof views.
Yeah, the one that we just watched has 217. 1000.
Views, right? Get over yourself, OK?

(01:25:10):
Get the fuck over yourself. This is where she loses me.
OK, I I mean the e-mail was where she really lost.
Me that that. Was the beginning of the You've
lost me here, but I I cannot stand people who fucking act
like this the way that she and you want to talk about fucking

(01:25:31):
taking advantage of people and doing things without their
fucking consent. I don't know if we'll hear it
because Oh no, the videos that she she made a thing on here
saying that the videos of her recording him talking to her on
the phone were taken down. They were taken down because
they were fucking mass reported and they fucking should have

(01:25:54):
been because she went so far as to track down his fucking phone
number. Jesus Christ and call and harass
him. Until he answered.
The fucking phone and then. Proceeded to cuss him the fuck
out. On the phone and you can hear

(01:26:14):
him on. The video that.
She's recording again. She really loves to fucking
record people, which is, I fucking hate it.
I'm sorry. I hate it.
You hear him and you, he says. You called me and if you don't,
I'm not harassing you, me and my.
Family, which means. She has to have tracked his
family members down too. At some point.

(01:26:36):
If you don't stop harassing me and my family, I will keep
making videos about you. I will make you a fucking
laughing stock. I will do the things you're
accusing me of doing. He's.
Sick and tired of her shit. She won't.
Leave him alone. He she made one video about her

(01:26:56):
and then moved the fuck on and she has made an entire.
TikTok career. Off of this bullshit and is now
harassing. This man over it.
And this is the most heinous onewhere I was like, this was the
one that made me message you andgo we're talking about this

(01:27:17):
because this shit needs to be called out and we need to drag
her onto the fucking carpet and be like, you can't fucking do
this shit. You're making us all look bad
and I don't want to claim you anymore in our community.
Get the fuck out. Like get the fuck out.
We don't want this kind goodbye.I will get keep for her.
She's not. I don't I don't want you at my
party. So you can't listen.

(01:27:38):
No, you really can't sit with us.
I'm sorry until you get your shit figured out and figure out
how fucking wrong all of this was that you did and apologize
to this fucking man for the shityou're about to say.
You cannot fucking sit here. So here we go, my life in the
last 24 hours. Some random man named Brian made
a 40. Minute YouTube video about me.
I refused to watch it and give him the engagement but the

(01:27:59):
comment section was horrible. I tried to reach out to Brian
privately and I attempt to have him remove the video, but he
screamed at me for over 20 minutes, said he would remove
the video, then said he would only remove the video if I
stopped talking about my illegallayoff on TikTok.
And you know, he just screamed alot.
I'm pretty sure he hung up on meat the end, had recorded the
whole thing and I'd love to share it with you all.
Since Brian refused to be a decent human being, I made a

(01:28:20):
TikTok video about it which has popped off a little bit, and the
wonderful people of TikTok stoodbehind me and we made that
horrible misogynistic piece of crap, but just a little bit.
He said he would take his video down if I removed my video about
him and I will no longer be communicating directly with
Brian because he's already threatened so many legal actions
against me. So if somebody else could
communicate this to Brian, that would be great.

(01:28:41):
You know, actually, I'm sure my #1 fan is watching this.
Brian, I'm gonna keep my video up because you're gonna help me
pay my rent. It's honestly a blessing in
disguise. You can keep your video up and
continue to show the world that you are a man that does not care
about consent. I hope your wife realizes that
you are a misogynistic piece of crap and leaves you and takes
your kids away so that they do not have to grow up underneath
girls. It's kind of ridiculous that a

(01:29:02):
grown. Man had to come after a young.
Girl in order to get some views on YouTube and I hope it was
worth it, I wanna go back to the.
The video 'cause it came on the screen very briefly, the message
that was sent OK, hold on. So.
What does it say? Not really.
It's it says. You're OK, it says.
My so this is Brian D Ming. Her OK, it says.

(01:29:27):
My video is now. Going viral but I have.
No. Interest in feuding with anyone
over content. I'm only trying to help people
have better careers. I'll remove and delete mine if
you remove yours. About me, you can keep your
videos of you and your boss. We both move on with our lives
and I'll wish you the best of luck with your career endeavors.
That's all he said to her. That's all he said to her.

(01:29:51):
So she she claims that he has. She has this 20 minute video.
Where he or 20 minute like phonecall where he yelled at her,
which if he did yell at her in this in this phone call, I'm
assuming it's 'cause it was after her harassing him
consistently. So did she You said she released
the the audio of their phone call, but then it got deleted

(01:30:12):
like it got removed yes, so. I don't have it.
I'm assuming it's somewhere 'cause the internet's forever
so, but we're. Not actually it's it's in CC
Suarez it's. In here for the clout, but I
don't exactly know where. Yeah, So what?
We won't go 'cause we're alreadylike an.
Hour and 40 minutes in this video so I could find it, but
it's gonna take me a good five to 10.

(01:30:32):
Minutes to figure out exactly where it was in it.
But if you want to go watch, I actually encourage you to go
watch theirs 'cause they have a take on it as well.
I'll link that episode in our show notes.
You can go watch it 'cause they have some of the shit that she
deleted. Where he's yelling at her.
That's how I know. OK, gotcha.
They did it. He's quote UN quote.
Yelling at her. I would be fucking yelling at

(01:30:53):
her too. So exactly the reason why.
I want to grab and. Shake the piss out of her.
Is to go do you fucking hear yourself?
Like do you fucking hear yourself?
There are so many other videos on.
This girl's fucking. Page about how she's she's
literally crying in some of themsaying that she's applied to

(01:31:14):
over 90 jobs and no one will take her.
I fucking wonder why this is theshit you're doing.
Employers will see this. They will see how you treat
people. They will see how you talk to
people. And this is what you're going to
get a fat lot of. No thank you.
Even if you're. Qualified they are not.

(01:31:36):
Going to risk hiring Someone Like You when you do this shit.
Period period. You could be more qualified than
the person who came in the afteryou, but they're going to hire
them after they see. That their social.
Media doesn't fucking look like this, but yours does.
How disgusting do you got to fucking be?

(01:31:57):
How low do you got to fucking goto tell this man that you hope
his fucking? Wife leaves him.
And takes his fucking kids away.That's disgusting.
This is also the same. Girl who fucking said?
That she was a. Struggling single mother of two.
She has two fucking cats. Get the fuck out of here.

(01:32:19):
I cared. I would've been like whatever,
that's probably some. She seems not not to diagnose
her, but she seems very. Narcissistic like 100% like she
seems like. Nothing's her fault like.
Like I said, like I said, there might be a video of her
somewhere where she's taking at least a little bit personal
responsibility. I get to see it where she seems

(01:32:40):
like, OK, maybe you know, this is these are all the steps I
should have taken. I shouldn't have done this.
It don't exist. She she doesn't, she does not
have hindsight. 'S 2020 type of thing.
Right now, that's that's not where she's at.
There was one more video. I don't know that I'll play it,
but. She basically after this takes
place, OK, she goes to the fucking police.

(01:33:01):
And tries to. Report him to the fucking police
for harassment. Because his.
People from his comments sectionare finding her and are
threatening to expose her full name.
But literally in the video we just watched, his full name is

(01:33:22):
exposed in the DM. So you don't want your full name
exposed, but you don't care about putting his out there,
right? Which, granted, maybe he don't
care about his putting. Out his getting put.
Out there, but the way that lifejust doesn't apply the same
rules of life just don't fuckingapply to her is wild.
The the fucking entitlement is wild.

(01:33:43):
And I've heard in the hear for the clout thing, Cherylin shares
something about one of her closefriends or family members had a
TBI and he his personality did drastically change.
He went from being a sweet, lovable, you know, like carefree
kind of person to being very difficult to regulate his

(01:34:03):
emotions. I understand that that can be a
thing. I am not dogging on her for
having a hard time regulating her emotion.
I mean, how do you feel? Do you feel like there's just a
big fact difference between I can't regulate my emotions and I
say heinous shit about people onthe fucking Internet?
Like, yeah, 'cause like, I get it.

(01:34:24):
Like I. OK, I would understand the very
beginning like. I would even understand.
Her her e-mail to the cease and desist letter after that, I feel
like, OK, enough is enough. Like you have to see what you're
doing is wrong. And I agree with you about the
whole traumatic brain injury because I told you about like my

(01:34:46):
mom's friend had a son who fell off a Cliff when he was younger.
And like, like since then, he's just completely changed.
You know, he just has a lot of issues.
And so we're not saying that like she's not we're when.
We say that she needs to take some personal responsibility.
We're not saying like, oh, she just needs to work past her

(01:35:07):
brain injury. And so it's it's, it's more of
the fact of like, I feel like she does have a sense of right
and wrong. She's just so far deep into it
right now. She feel, I feel like she
thinks. Like there's, there's.
She can't really. Turn around, like she can't
really stop making these videos now 'cause like, that's how
she's like, she said. Like like Brian's helping her

(01:35:28):
make her rent. So I feel like she's just so far
gone to this point. It's kind of like when it's kind
of like when people say like like say like the red pill
community, like they take their,they do the red pill, but then
they kind of like learn the error raise, but then they
realize the grift is so good. Like the the like the money the
money and and stuff is so good. That they can't just.

(01:35:50):
Like stop. It's, it's, it's almost like
it's taking like a life on its own at this point.
I'm not saying like she's actinglike I do believe she generally
feels this way, but I also I feel like you're taking this to
11 like you need to just she doesn't have any any sense of
let's stop and actually think about this sort of thing.

(01:36:13):
And I get it. Like as someone who also has
been looking for work, like obviously I've been working for
workers like as hard as she has been, I don't have like her
saying qualifications and stuff.Like I get it, but also like the
job like like I agree with her, the job market sucks right now,
but you're also not helping yourcase.
You don't see what you're doing is hurting you.

(01:36:35):
Like there's a reason like why? I haven't posted.
On my social media about like myissues with my past job, like
I've never even on my on my on my account like my Facebook or
whatever. I never even put where I worked.
I even like I even requested whenever they would like my

(01:36:55):
company would post like events and stuff.
And if like if they took pictures like they, they asked
you if you want to be tagged andI always requested don't tag me
in anything. Like I don't, I didn't want
people to know. Like people could figure it out.
Like it's not that hard. Like people could obviously
easily figure out where I worked.
It's not that difficult, but it's you weren't going out of
your way to be sure. I wasn't like making it
probably. Available Publicly known.

(01:37:17):
Sort of shit so. The fact.
That like like. Like we said, she's crashing out
so. Hard is just not helping her
case like like she they claimed that she can't find a lawyer
like can't get a lawyer to take her case or whatever it was
which I found hard to believe like there's lawyers that would

(01:37:38):
take any case so if this was a true case of discrimination the.
EEOC would have investigated it.I'm sorry.
I'm sorry. You have to have proof.
And she keeps saying she has allthe proof.
She keeps saying she has like, all this stuff, like, yeah.
The burden of proof is on you. Like when you make a claim, the

(01:37:58):
burden of proof is not on the other person you're making a
claim against. The burden of proof is on you.
So that's why, like I agree withher in the beginning.
Like I get it. Like as someone who's been
there, as someone who's had a manager or multiple managers
like this, like I get it, but you're not helping your case.
Like, and I get she feels validated because she has all
these people who are not like, Ithink thinking logically, like

(01:38:21):
they're just thinking more emotionally and like agree with
her in the comments. And I think that's what drives
her is like she's getting all this validation from strangers
online that like people who aren't really calling her out.
And if they do call her out likeBrian did, then they're
misogynistic or they're a bigot or whatever.

(01:38:43):
Like girl, people can just not like, like, I don't want like,
OK, I'm a quote UN quote disabled person.
Disabled, like, 'cause you seem to think like neurodivergency is
disability, which it is in some aspects.
But you see, like, OK, I'm a disabled woman by your
definition. I just don't like you.
Personality wise and and. As someone who said I've been
there in your shoes, I've I, I understand the feeling you're

(01:39:05):
feeling. So what are you gonna call me?
A bigot and a misogynist and an ableist and an ableist and all
this. OK.
Whatever. Those are just buzzwords, my
dear. Like you don't shoot, obviously.
Yeah, it you've obviously never experienced true discrimination
and you think that someone talking against you is

(01:39:25):
discriminate against you when itcould, like I said, when it
could just be like, like I said earlier, you think your manager
was a bigot against you when it could just be a Class A clash of
personalities, right. I'm sorry like.
It is what it. Is like, I'm I, not everyone's
going to agree with you. Not everyone's going to like
you, not everyone's going to mesh well with you.
It's it's, it's it is a tough pill to swallow, but the sooner

(01:39:49):
you do, the the better. You'll feel OK.
That's all I got to say. And she, like he said, she's.
Literally ruining her future right now, yeah.
That woman ruined my life. No, honey.
You're ruining. Your own life right now, you
could have stopped at any time. Yeah, she's obviously

(01:40:11):
intelligent, she's obviously capable or she wouldn't have
been able to obtain. A master's degree.
In science, OK, And she wouldn'thave been able to get the job
she was at for a year and a half.
She has the skills, she has the knowledge.
Why wouldn't you take? That somewhere.
That will appreciate it. They obviously couldn't see and

(01:40:36):
you didn't mesh well with that environment anymore so you got
to move on. Don't blow up your entire
fucking life over 1 bad experience.
And that's what you did. And now not only have you ruined
your career professionally, you've ruined your fucking
reputation on top of that, in your 20s, in your 20s, you're

(01:41:01):
not even in a place in life in the climate we live in.
Where everything is. Fucking digital and the Internet
is forever. You have ruined your fucking
career and reputation for the rest of your life over.

(01:41:22):
Some manager. Who you couldn't get along with
right, Even if everything she said that manager did was true,
even if she was being. Discriminated against?
Even if she was being bullied bypeople at her job, it's never

(01:41:43):
worth it to blow up your entire life in the way that she has.
Speaking out about something is very different than what she
did. It's very different.
I'm not saying be. Silent about abuse I'm.
Not saying be silent about vertical violence, that term she
used. I'm not saying be silent about

(01:42:05):
workplace discrimination. I'm saying there is a big
fucking difference between speaking out against those
things and blowing your entire fucking life up.
And in other videos she, like you said, she keeps just, you
know, harping on the disabled thing.
Stop it. Stop it.

(01:42:27):
Do not take communities that have a hard enough fucking time
gaining any respect, recognitionor fucking acceptance in the
world and Co opt them because it's convenient for you and
gives you a little more of a legto stand on in the sympathy

(01:42:49):
fucking side of shit. Right?
Don't do that, that's disgusting.
I don't care if you belong to that community or not, stop
doing that shit if you don't have actual fucking proof that
they have absolutely discriminated against you if you
can't recall to. Me an instance of.

(01:43:09):
Discrimination. Because she never once does.
She just says that they have. She's never once even recited a
specific situation in which she was discriminated against.
Yeah, she just says that she wasif it was truly happening.
To you and you were caring. About speaking out and calling
attention to this company's rampant workplace discrimination

(01:43:30):
against people who are disabled and neurodivergent, you would
have given specific. Instances to.
Prove that fucking case. You did not.
You took this as an opportunity to have a public fucking crash
out and then disparage people and then tear some other
person's life down and accuse them of and and wish upon them

(01:43:53):
heinous shit because they had the.
Audacity. To wreck with you in a YouTube
video? Yeah, right.
Fuck you. Like, I'm sorry.
Fuck you. Learn some life lessons,
disappear from the Internet I. Agree with him, disappear.
Reset your fucking life honey. You might be able to fix it if

(01:44:15):
you take all this shit down right now and you start fresh
and you keep with your quilting because she's very good at
quilting. I'll give her that.
She makes pretty quilts. She's very, very intricate with
it. She could make a career out of
that if she fucking wanted to remove this shit from the.
Fucking Internet. Erase it and fucking start over.
You're young enough, but if you keep going down this path you're

(01:44:36):
going to fucking ruin your life forever.
That's all I have to say. I have to.
Leave in like 5 minutes. Yes.
Yeah, that's basically all. My thoughts as well where it's
she's just she's like you said, she's just digging herself into
a deeper hole and I feel like atthis point she has her back

(01:44:56):
against the wall so all she feels like she can do is fight.
So it's just girl, you're she's.Acting like she's like an
advocate. For something you're not.
Advocating for anything. You're just making us all look
bad. You're just, you're just being a
brat at this point. OK, well.
I'm sorry that there. Will be no fun in fuckery.

(01:45:17):
This entire thing was fuckery. I have yelled myself into a
headache and now I have to go totherapy and cry about it so.
So thank you for listening. I hope.
I hope this was helpful at all. It helped me to yell about it
because it made me very upset. This is what you do.

(01:45:38):
You get on a podcast and bitch about people.
You don't put it on TikTok. Less people will see it on a
podcast, right? Anyway, thanks for listening.
All the podcast Y things are in the show notes, links and
everything will be in the show notes and we will catch you next
week. Goodbye everybody, we love you.

(01:45:59):
OK, goodbye, goodbye.

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