In Episode 6 of Unmasked: Disability Rights at Work, we follow Johnny’s timeline from a formally approved disability accommodation to a sudden workload shift he warned would damage his performance. What comes next is a sequence that many employees recognize but rarely hear explained clearly: delayed training, manufactured “performance friction,” contradictory verbal praise versus harsh written documentation, and a manager’s chilling admission that the mismatch is “just write-up language.”

Then the story escalates: a promotion denial justified with claims about “acclimating” to remote work, followed by remarks explicitly tying disability and family life to credibility and advancement. We break down why these moments raise serious red flags under ADA best practices and EEOC retaliation frameworks, how “neutral” processes can be used to build pretext, and what a compliant employer should have done instead.

This episode ends where the stakes get even higher: the complaint is filed, and the investigation begins. Next episode, we go inside the investigation phase and how scope, credibility, and documentation can shape outcomes long before any “finding” is announced.