Wednesday, April 15, 2026
DOCUMENTED: IDGAF WHO YOU ARE DON'T PLAY WITH MY MF MONEY!!!
Dear Ms. Schmid, Ms. Mina, and Ms. Munoz,
To avoid duplicative communications, I am submitting this correspondence as a formal notice and demand for resolution regarding my medical leave, ADA accommodation request, wage discrepancies, and ongoing workplace concerns.
1. Medical Leave and ADA Accommodation (Americans with Disabilities Act – 42 U.S.C. § 12101 et seq.)
Please be advised that my medical leave has been extended through April 3, 2026, at which time my psychiatrist will provide a formal diagnosis and recommendation supporting my request for a reasonable accommodation to work from home.
Due to a necessary change in medical providers, I have complied with all timelines within my control. Accordingly, I am formally requesting a seven (7) day extension beyond April 3, 2026 to submit all required ADA documentation.
Under the ADA, employers are required to engage in a good faith interactive process and provide reasonable accommodations unless doing so would cause undue hardship. Any failure to do so may constitute a violation of federal law.
2. Wage and Commission Violations (Fair Labor Standards Act & Applicable State Laws)
I am formally placing LegalZoom on notice of ongoing wage discrepancies and potential violations of the Fair Labor Standards Act (FLSA) and applicable wage laws.
This is the third reported instance of unresolved compensation discrepancies. My role was accepted based primarily on commission-based earnings, yet I have not received accurate or transparent compensation.
Specifically:
During my final week, I generated over $15,000 in sales
At an agreed 7% commission rate, I am owed approximately $1,800
This compensation has not been properly paid or accounted for
Further, management has failed to provide clear payroll explanations. I was explicitly told by Jeremy:
“I don’t know how this works, all I know is a lot of money gets deposited into my account.”
This lack of transparency and accountability is unacceptable and may constitute wage withholding and improper compensation practices.
DEMAND: I am requesting an immediate payroll audit, full accounting of all commissions, and payment of all wages owed without delay.
3. Retaliation and Mischaracterization of Work-Related Communications
I dispute the allegation that I sent “non-work-related” communications.
All referenced communications were directly tied to a call I handled while actively working in the call center, which triggered a severe mental health episode. I requested that the call be reviewed due to concerns involving potential stalking activity connected to my employment.
These communications were:
Work-related
Made in good faith
Directly connected to my job duties
Any attempt to mischaracterize these communications may be considered retaliatory under federal and state employment protections, including ADA and Title VII.
4. Hostile Work Environment & Harassment (Title VII of the Civil Rights Act of 1964)
I am formally documenting a pattern of hostile and inappropriate workplace conduct, including:
Repeated threats of termination beginning within my first days of employment
Verbal abuse and derogatory treatment
Sexual harassment and inappropriate workplace behavior
Failure to investigate or address reported incidents
Despite these conditions, I have consistently:
Performed above expectations
Maintained professionalism
Treated colleagues with dignity and respect
The failure to address these issues, combined with ongoing pressure following my complaints, raises serious concerns of retaliation and hostile work environment violations under Title VII.
5. Attendance and Medical Distress
On the date in question, I experienced severe panic attacks and physical illness related to concerns for my safety and well-being.
It has been my consistent practice to notify management early (as early as 5:00 AM) when I am unable to report to work due to illness. Any communications made under these circumstances were done in good faith and under medical distress, not misconduct.
6. Clarification Regarding Executive Communication
My communication with CEO Jeff Stibel was not intended to harass or disrupt operations. Given his affiliation with Bryant Stibel and Kobe Bryant, I believed my outreach was appropriate based on professional alignment and recruitment context.
FORMAL DEMANDS FOR RESOLUTION
I hereby request the following actions be taken immediately:
Approval of my reasonable accommodation to work from home under ADA protections
A seven (7) day extension beyond April 3, 2026 for submission of medical documentation
Immediate payroll audit and full payment of all outstanding commissions and wages owed
A formal investigation into reported harassment, hostile work environment, and retaliation concerns
Written confirmation that I am not subject to retaliation or adverse employment action for asserting my rights
NOTICE OF ESCALATION
If these matters are not promptly addressed, I am prepared to pursue all available remedies, including but not limited to:
Filing a formal complaint with the Equal Employment Opportunity Commission (EEOC)
Filing wage claims with the U.S. Department of Labor
Seeking legal remedies for damages related to discrimination, retaliation, wage violations, and emotional distress
I have made every effort to resolve these concerns internally.
However, the continued lack of resolution has significantly impacted my mental health, financial stability, and professional standing.
I expect a prompt written response within seven (7) business days.
REPORTED: I'LL PLAY A DUMB BITCH ABUSE FOR POWER!!!
March 4, 2026
Michael J. Johnson
Senior Board Agent
National Labor Relations Board
Region 28 – Las Vegas Resident Office
Foley Federal Building
300 Las Vegas Boulevard South, Suite 2-901
Las Vegas, NV 89101-5833
Dear Mr. Johnson,
Please be advised that I am currently experiencing a new hostile work environment which I have already reported internally. However, I believe the situation has been improperly documented and inadequately addressed, and I am becoming increasingly concerned about potential retaliation.
Although I continue to perform my job duties above expectations, I believe I am being evaluated and measured under a different standard than other employees. This unequal treatment has created significant stress and concern regarding fairness and workplace practices.
On February 25, 2026, I was seen at Spring Valley Hospital where my blood pressure was recorded at 192/92, confirming a serious episode of hypertension related to stress. I provided this medical information to my supervisor in good faith. Despite this disclosure, my supervisor has continued to place additional pressure on me regarding performance expectations, which has significantly increased my stress and has caused further emotional and physical strain.
Given the seriousness of this situation, I am respectfully requesting guidance and direction from your office regarding my rights and the appropriate steps I should take moving forward. My intent is to ensure that this matter is properly documented and addressed before any form of retaliation occurs.
I am committed to performing my job duties professionally and maintaining a productive workplace environment. However, I also must ensure that my health, safety, and legal rights are protected.
Please advise me on the proper process for reporting and addressing these concerns and whether additional documentation or a formal filing may be necessary.
Thank you for your time and attention to this matter. I look forward to your guidance.
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