“Matthew – I hope you are well. I’m writing for two reasons:”

So began an email from the head of my division at work, my boss’s boss’s boss’s boss. A guy named Joe Breda.*

He continues: “First, while I know you have made a partial leave request with HR I do not have any information about the circumstances of your leave. It is not necessary for me to know any of the details, but if there is anything I can do to assist please let me know.

“Second, I want to make sure you are aware how the company’s RTO (return to office) policy applies to your situation. Obviously, you are not expected to be in the office on days you have been granted leave. However, you should be in the office – up to three days per week – for days that you are not taking leave. If this presents a hardship, I’m advised that you to consider applying for full leave. Please let me know if you have any questions.
JB”

This email arrived on the eve of my wife being discharged after three and a half months in the hospital.

Me at Johns Hopkins Hospital in February 2022.

In January of 2022, my wife suffered a ruptured cranial aneurysm. After emergency surgery to save her life, she remained in the Johns Hopkins Hospital in Baltimore — first in intensive care, then several weeks as a regular inpatient — until late April. She needed months of physical therapy to recover, and she is still disabled today.

This was an incredibly difficult time for me and my family. We all faced hardship, stress, and worry over this entire period of time.

So to receive this heartless, tone deaf email from upper management did nothing to ease the strain.

In fact it made it worse.

Worse because I applied for and received authorization for 12 weeks of protected leave under FMLA. Joe Breda not only seemed to not know this. But also, his insistence that I adhere to the RTO requirements contradicted what I was previously told by HR, namely that those requirements did not apply to anyone currently exercising their FMLA rights.

Worse because the the uncertainty surrounding the day and manner of my wife’s discharge made it necessary for me to be flexible with my schedule, able to travel to the hospital or discharge facility on short notice. Being required to be physically in the office made that very difficult.

Worse because I was running out of leave. So Joe Breda’s glib, uninformed comment that I “may want to consider applying for full leave” is empty and meaningless.

This email from Joe Breda has eaten at me for close to three years. In all the time since this email, Joe never once inquired about my wife’s health or asked how I was doing.

His offer of assistance — especially since he claimed to not know what was going on — was complete self-serving bullshit.

He kicked me when I was down, using the power of his position, and never apologized or even acknowledged my situation.

So I now realize why this eats at me so much.

It was an abuse of power disguised as a “clarification of current policy.”

It was forcing me to concede when I was vulnerable, something that thugs do.

It was bullying.

Joe Breda has left the company and no longer is in a position of authority over me.

So I now want to take the time to say what I have been wanting to say for three years.

Fuck you, Joe Breda.

*Yes, this is his real name. A Google search will bring up some information about him, including the company where we both worked. But I won’t say more than that.