This illustration, in the words and artistry by my friend Lise, is a vivid and striking depiction of how she was unexpectedly fired from Joann. The firing was of the utmost travesty, showcasing the often perplexing nature of workplace dynamics. I have come to refer to the incident as “Coupongate,” a term that encapsulates the absurdity of the situation and the subsequent fallout. I remember when this all unfolded, a chaotic time that left an indelible mark on both Lise and me. Although I was no longer employed at Joann at the time and thus had no direct relationship with the management overseeing her dismissal, I was able to glean a comprehensive understanding of the events through her heartfelt storytelling. Each detail she shared painted a clearer picture, allowing me to fully realize how ridiculous and unjust the entire ordeal was, highlighting not just the mishandling of her situation, but also the darker undercurrents that often lie beneath corporate decision-making.
In the state of Michigan, most employment relationships are “at-will.” This means that employers can terminate employees for any reason, without reason, as long as it’s not illegal, and employees can quit at any time. It also applies if an employee’s work location changes to another state. In my friend’s situation though, it was to their benefit that she was not from the US and unfamiliar with the employment laws of most US states. I feel that she should have been told that she was being written up when the other two “alleged” disciplinary conversations occurred. As the severance or separation agreement stated that they had her sign upon termination. I don’t know if she was given a copy of the agreement before being told that she was “free to go.” Which brings me to question how would any of us know what is written in an employment file on us? If you aren’t made aware of a mishap as being detrimental to you staying employed, there is a high chance that you’ll repeat it.
The rigidity around preferred coupon usage was most likely to preserve the company’s bottom line. To account for every dollar even though the doors were steadily closing anyway. The other employee, Kathy, who initiated the return/repurchase of the home decor fabric was also let go. I vaguely remember being told that she did not realize that she was in the wrong as well. My friend has gotten past this incident. She’s taken it as a learning experience. Most importantly, she is happy, healthy and back at home in Denmark.
