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RELAX: UNEMPLOYMENT COVERS MY RENT
Sunday, April 12, 2026
This Case Will Go Forth... No Settling tell me to Shut The Fuck Up (again)
Using your words (not staff)
Let me be very clear this case will go forth.
I finally have time to sit, process, and truly understand the depth of what I endured. The torment. The trauma. The moments where my heart literally felt like it would explode out of my chest. That wasn’t stress… that was survival.
On my second day of training, Jeremy wrote a note that said “you’re fired.”
Not as a joke. Not as coaching. But as intimidation.
Then he attempted to report me to HR… and it backfired.
Because what he didn’t expect was documentation.
My reports go all the way back to the first week of March. This wasn’t one incident. This was a pattern.
And what’s even more disturbing?
It mirrors exactly what I experienced at another company.
So yes, I’m learning.
Learning through hard knocks.
But learning nonetheless.
$10,000 a Week… Thrown Away for Drama
Let’s talk business.
You were willing to throw away a team member with a $10,000 per week potential… for what?
Drama. Ego. Control.
That’s not leadership. That’s sabotage.
And I won’t lie the stress took a toll. My drinking increased. My smoking increased. Because when you are placed in a hostile environment, your body reacts before your mind can process.
The “Slaves” Meeting
One Friday, we walked into work and Jeremy held a team meeting… about “slaves.”
In that moment, I knew.
My days were numbered.
I tried to stay optimistic. I tried to push through. But history has shown me something very clearly:
The moment I disclose parts of my past… chaos follows.
And once again it did.
“This Is Not a Disciplinary Hearing”
I was told:
> “This is not a disciplinary hearing.”
Yet I was:
Badgered
Bullied
Threatened
Dismissed
All while my documented reports of extreme stress were ignored.
Let’s talk facts:
My blood pressure reached 192/91.
That is not normal.
That is not safe.
That is not coincidence.
That is workplace-induced harm.
Rejected Advances & Retaliation
Let’s call it what it is.
Jeremy was upset because I rejected his advances.
And instead of acting professionally, he chose retaliation.
But let me be clear:
I am nobody’s slave.
Not mentally.
Not emotionally.
Not professionally.
The Evidence You Created
What you intended to use against me…
Actually strengthened my case.
Now I have:
Wrongful termination
Documented harassment
Recorded intimidation
Ignored evidence requests
Witnessed behavior patterns
And yes a recorded admission that speaks louder than anything you could ever deny.
You refused to pull the call I requested to review.
That’s fine.
Because now?
That becomes evidence too.
The Bigger Picture
You questioned me.
You challenged me.
You tried to discredit me.
Over what?
Because I said I was a studying paralegal?
That alone triggered hostility?
Let that sink in.
Moving Forward — Not Back
Here’s what matters now:
I moved into my apartment this week.
After 2 years in hotels, I finally have stability.
That’s step one.
Now I move forward:
Building my business
Securing a food truck
Applying for grants
Structuring my calendar
Preparing for my next chapter
And most importantly?
Resting. Resetting. Reclaiming myself
No More Distractions
Let me also make this clear:
I’m not accepting random offers that “find me”
I’m not entertaining drama
I’m not revisiting people who add no value
If I can’t claim you in my life with peace and purpose…
I don’t know you.
Final Words
To those who created this chaos:
Thank you.
Because what you meant for harm…
became evidence.
And what you tried to break…
Only made me stronger.
#DOCUMENTATION of RETALIATION: WHEN YOU REPORT ABUSE...
"If you think I didn’t document this BS... #JeffStibel #JohnHald
Jeff Stibel
Chief Executive Officer
LegalZoom
Dear Mr. Stibel,
I previously communicated my concerns to you and trust that a proper and impartial investigation will be conducted.
Under Nevada law, sexual harassment, discrimination based on sex, gender, or color, retaliation for reporting misconduct, and the creation of a hostile work environment are unlawful.
The Nevada Fair Employment Practices Act, codified in NRS 613.310–613.435, prohibits employers from discriminating against employees on the basis of race, color, sex, national origin, religion, age, disability, sexual orientation, or gender identity.
Additionally, NRS 613.330 makes it unlawful for an employer to discriminate in the terms, conditions, or privileges of employment on the basis of these protected characteristics.
Legal Clarity
Nevada law further prohibits retaliation against employees who report harassment or participate in investigations.
NRS 613.340 expressly states that an employer may not take adverse action against an employee for opposing or reporting unlawful employment practices or assisting in an investigation regarding such conduct.
Legal Clarity
A hostile work environment may exist when unwelcome conduct becomes sufficiently severe or pervasive that it interferes with an employee’s ability to perform their job or creates an intimidating, hostile, or offensive workplace.
Legal Clarity
Since January 14, 2026, I have repeatedly attempted to report hostile conditions. Since making these reports, the environment has become increasingly hostile.
Examples include:
Refusing to provide the necessary resources to properly learn my role.
Providing misinformation that leads to errors and disciplinary action.
Creating conditions that make it difficult for me to perform my duties effectively.
This behavior has made it extremely difficult to work in an environment where I do not feel welcomed, respected, or valued in my role.
Despite these conditions, I maintain steady performance. I understand my assignments and complete tasks as directed. I enjoy my role and take pride in performing my responsibilities professionally.
However, if this conduct persists, I will pursue all available legal remedies for hostile work environment, sexual harassment, retaliation, defamation, and slander under applicable state and federal laws.
I have also requested work-from-home accommodations because I am an active stalking victim. At this time, it appears my manager and supervisor may be attempting to justify disciplinary action or termination rather than addressing the concerns that have been reported.
For my protection, I continue to document and report all actions, incidents, and activities related to this matter.
Thank you for your attention to this serious issue. I trust that the company will ensure compliance with Nevada law and take the appropriate steps to investigate and remedy these concerns.
Was this a fucking joke!!! Contributing to my mental instability
JStibel@LegalZoom.com
Dear Jeff Stibel,
I am writing to formally address a series of events that have caused me significant concern, confusion, and distress regarding my recent employment experience.
During my discovery process, I learned of your professional association with Kobe Bryant, as well as your leadership role as CEO of Dun & Bradstreet.
Given my own prior experience working within that organization, this raised serious questions for me regarding the circumstances surrounding my hiring and placement.
On March 12, 2026, while performing the duties for which I was hired, I received a call from an individual claiming to be associated with “50 Cent.”
Following my reporting of this incident, I experienced what I perceived to be an immediate escalation in retaliation, including increased hostility and concerning threats.
Additionally, the manner in which I was aggressively escorted off the property particularly after having met you in person on my third day of training has led me to question whether these events were coincidental or part of a broader, premeditated situation.
I must ask directly: Was this a joke? Was this situation orchestrated in any way that exploited my personal history, professional background, or emotional well-being?
These experiences have raised serious concerns regarding workplace conduct, retaliation, and potential discrimination. As a result, I intend to proceed with a formal follow-up with the Equal Employment Opportunity Commission (EEOC), and I am preparing to file additional charges in Clark County, Nevada.
I would appreciate any clarification or response you can provide regarding these matters. Transparency at this stage is critical.
#LegalZoom Do You Know What Willful and Intentional Infliction of Mental and Emotional Abuse Means?
"Jeremy Kintigh pushed me into suicidal thoughts"
Let’s talk about something most people throw around but very few truly understand.
Willful and intentional infliction of mental and emotional abuse is not a misunderstanding.
It’s not “just business.”
It’s not “pressure to perform.”
It is deliberate behavior calculated, repeated, and designed to break someone down mentally and emotionally.
And when you recognize it for what it is… everything changes.
I have never been more excited to hear the words:
“You’re fired, Jeremy.”
Not because I celebrate negativity… but because sometimes removal is protection, not punishment.
Because when someone pushes you to your limit
tests your peace,
questions your worth,
and creates an environment built on pressure, ridicule, and control
There comes a moment when your spirit says:
“Enough.”
Was It All a Setup?
That’s the question I had to ask myself.
Was this a staged situation?
A calculated environment?
A joke at my expense?
Because when patterns repeat themselves
when behavior feels targeted
when your intuition keeps sounding alarms
You don’t ignore that.
You document it.
And I did.
Documentation Is Power
I have video.
I have notes.
I have timelines.
Not out of fear…
but out of awareness.
Because one thing I’ve learned:
When people think you won’t speak up, they move differently.
When they realize you can prove it, everything shifts.
This Is Bigger Than Me
This isn’t just about one person.
This is about a pattern that exists in workplaces everywhere.
People being:
- Silenced
- Pressured
- Emotionally manipulated
- Pushed to the edge
And then told to “just deal with it.”
No.
We’re not doing that anymore.
Know the Difference
There is a difference between:
- Leadership and intimidation
- Accountability and humiliation
- Performance management and emotional abuse
And if you’ve experienced it you know exactly what I mean.
Taking Back Control
For me, this is not about anger.
This is about clarity.
This is about boundaries.
This is about accountability.
Because once you recognize intentional harm…
you also recognize your power to:
- Walk away
- Speak up
- Document everything
- Protect your peace
Final Thought
If you’ve ever questioned whether what you’re experiencing is “real”…
Let me tell you this:
If it feels targeted, repeated, and harmful to your mental and emotional well-being it matters.
And more importantly…
YOU matter.
Audit your environment.
Protect your peace.
And never ignore what your spirit is trying to tell you.
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