I walked into that meeting fully prepared. The HR rep, Linda, sat there with a printed copy of the “Grinch” note and my personnel file, while my manager sat next to her, looking smug. Linda started the meeting by saying my refusal to participate created a “fractured team dynamic” and that “cultural buy-in is a requirement for employment here.”
I let them talk for about five minutes, digging themselves a deeper hole. When Linda finally paused to ask if I understood the severity of my “insubordination,” I pulled out a notepad.
“Just so I have this clear for my records,” I said, keeping my voice steady. “You are formally disciplining me for refusing to spend forty dollars of my personal, un-reimbursed income on a Christmas gift exchange? A holiday I explicitly told you I do not observe due to my religion?”
The room went dead silent. The smirk vanished from my manager’s face. Linda stuttered, “Well, it’s not about the religion, it’s about the—”
I cut her off. “And you are also documenting that when I politely declined, I was harassed by coworkers, called names, and had notes left on my desk, and instead of addressing the bullying, you called me in here to question my attitude?”
I then placed my phone on the table. “I’d like to bring in my lawyer to continue this conversation regarding the EEOC guidelines on religious discrimination and hostile work environments.”
Linda turned pale. The meeting ended abruptly with them claiming it was just a “misunderstanding.” I didn’t care. I handed in my two weeks’ notice right then and there. By the time I got home, I had an email from the VP of HR apologizing profusely and offering to pay out my unused PTO and a severance package if I signed a waiver agreeing not to sue.
I took the money. I spent the $40 on a bottle of wine and toasted to never working for people like that again.
