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For nearly a year, I’ve kept things anonymous. But now that the Utah Labor Commission’s Antidiscrimination and Labor Division (UALD) has issued its final decision, I’m ready to speak openly.

 

This is about Blackstone Products. Yes, I’m naming them.

 

In my opinion, this company discriminated against me and retaliated after I requested medical leave for mental health. I was an employee there for almost four years. In that time, I received consistent praise from my direct boss and our clients, even winning 80% of my annual bonus after a strong end-of-year review in 2024.

 

But everything changed after I was approved for FMLA leave. Suddenly I was placed on a performance improvement plan — the kind of paper trail companies create when they’re getting ready to push someone out. I was denied simple accommodations, like working adjusted hours or from home temporarily while transitioning to new medication. HR even asked for my therapist’s biography. Then, not long after, I was fired.

 

They claimed it was for underperformance. But I never missed a deadline. I documented everything. And when I followed up with HR post-termination, they told me the specific reasons: I ordered “too much” dinner for a client dinner and forgot a graphic in our showroom setup. That’s what they fired me for.

 

My story isn’t unique. I’ve since heard from dozens of people — in Utah and beyond — who were retaliated against after requesting mental health leave. It’s clear to me this wasn’t just a one-time oversight. It’s part of a larger pattern of ableism in the workplace, especially when it comes to invisible disabilities.

 

I filed a formal complaint with the UALD in early 2025. I submitted emails, notes, timelines, medical documentation — everything I had. Blackstone responded with a lengthy rebuttal. My attorney even provided proof that the $15,000 settlement they sent me earlier in the year was for my FMLA claim only, not a global settlement. The discrimination claim was still active.

 

Last week, I received UALD’s final decision. They ruled no probable cause on the discrimination charge.

 

While I’m not surprised — Utah’s system rarely sides with employees unless you have airtight documentation — I’m still disappointed. In my opinion, the decision doesn’t reflect the reality of what happened. But I’m not discouraged.

 

Now that this chapter is closed, I’m going public. I’ll be sharing my story under my real name and with full transparency. Not just for me, but for everyone who’s been quietly gaslit, written up, or pushed out after disclosing a disability or requesting accommodations.

To the VP of Sales and VP of Human Resources at Blackstone Products — I see what you did. And I won’t be quiet about it.

 

This isn’t just about one company anymore. It’s about how easily the system protects employers and punishes workers who speak up.

So no, this post isn’t the end.

 

It’s the beginning.

 

Next up, I’ll be sharing a post on what to do if you ever find yourself filing for FMLA. What to document, what to keep records of, and what you need to have in writing. Even though this doesn’t happen to everyone, I’ll take you through the checklist of saving your ass for companies like Blackstone Products.