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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.”<\/p>\n
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.<\/p>\n
“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?”<\/p>\n
The room went dead silent. The smirk vanished from my manager’s face. Linda stuttered, “Well, it’s not about the religion<\/i>, it’s about the\u2014”<\/p>\n
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<\/i> in here to question my attitude?”<\/p>\n
I then placed my phone on the table. “I\u2019d like to bring in my lawyer to continue this conversation regarding the EEOC guidelines on religious discrimination and hostile work environments.”<\/p>\n
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.<\/p>\n
I took the money. I spent the $40 on a bottle of wine and toasted to never working for people like that again.<\/p>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"
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