The Bert Show – Vault: She's In The Middle Of A Tough Situation With Her Boss

Date: January 26, 2026
Podcast Host: Pionaire Podcasting
Main Cast: Bert, Kristin, Abby, Cassie, Tommy, and others
Segment Focus: Navigating workplace ethics and retaliation

Episode Overview

This episode centers on a listener, Nicole (on a voice disguiser), dealing with a toxic situation at her new job in a pediatric center. The main issue: Nicole’s supervisor is attempting to have her disparage a colleague to help facilitate her firing. When Nicole refuses, she is subjected to ongoing workplace hostility. The Bert Show team and listeners (including peer callers and an HR expert) weigh in with ethical advice, strategies for self-protection, and personal stories, while acknowledging the complexities of small office environments and limited HR resources.

Key Discussion Points & Insights

Nicole’s Dilemma

• Nicole’s Background
  • Recently started at a pediatric center; tension and drama began soon after.
  • Supervisor tries to oust another nurse (“the girl in the back”) by provoking Nicole to make negative comments about her to doctors ([00:21]-[01:56]).
• Pressure from Supervisor
  • Supervisor insists Nicole say something negative, even after Nicole firmly declines:

    “I just don’t want to get involved. I’m not trying to be rude. I’m not trying to be disrespectful. I just don’t want to get involved.” — Nicole ([02:38])

  • Supervisor threatens to withdraw support:

    “As your supervisor, I will no longer fight your battles for you.” — Supervisor (paraphrased by Nicole, [03:04])

• Escalating Hostility
  • Following her refusal, her work conditions worsen: arbitrary changes in hours, increased pressure, and a hostile atmosphere ([03:20]-[04:53]).
• No Formal HR Department
  • Nicole notes there is no HR department—her supervisor is the main authority under the doctors ([03:46]).

The Bert Show Team’s Input

HR Advice and Realities

• Views on HR’s Effectiveness
  • Skepticism regarding HR’s real purpose in small offices; HR often seen as serving management, not staff ([03:20]).
  • Some staff recommend documenting every incident in writing to establish a record.

Suggested Approaches

• Expose in Writing
  • Discussion about catalyzing email evidence of supervisor’s intimidation, then escalating to the doctors with documentation ([05:21]-[06:43]).

    “She needs is something via email or something in writing … to be like, this is how she’s intimidating me.” — [Host D, 05:21]

• Risk of Retaliation and “Troublemaker” Label
  • Concern that escalating the situation could result in Nicole’s termination, especially in small, close-knit offices ([07:23]).

Peer Caller Advice & Shared Experiences

Kristen’s Story (08:02)

• Similar experience with a punitive coworker and eventual job change.
• Emphasizes documenting everything clearly in writing and, if possible, having colleagues who can back up your claims.

Jancy’s Advice (09:35)

• Warns that formal written complaints can escalate retaliation.
• Suggests using legal one-party consent for audio recording in Georgia:

  “A lot of people in the state of Georgia think recording someone is illegal. But honestly, in the state of Georgia, if one party knows they’re being recorded...it is legal.” — Jancy ([10:00])

• Her evidence eventually led to disciplinary action against her supervisor.

HR Expert Carlos’s Guidance ([12:03])

• Never Comply with Falsifying Records:

  “She is liable for what’s called ‘refuge’ because she’s falsifying records. So under no circumstances, she should not do it.” — Carlos (HR Expert, [12:31])

• Document Everything:

  “Document the fact that the supervisor has requested that of her … email to yourself or, you know, certified mail to yourself and to the HR department.” ([12:36])

• Chain of Reporting:
  • Even without HR, escalate to the next highest management; copy them and yourself to create a record ([12:54]).
• Legal Protection:

  “If you are fired, you can go back to them and get some type of damages or at least, you know, pose the legal threat of a lawsuit. It protects you.” — Carlos ([13:17])

• Long Term:

  “The situation does not turn around once you do this … best to get out. Yes, I would suggest you get out as soon as possible.” ([13:34])

• The hosts joke about Carlos being a model of compliance and integrity ([13:50]).

Notable Quotes & Memorable Moments

• Refusal to Participate in Unethical Action:

  “I just don’t want to get involved. I’m not trying to be rude. I’m not trying to be disrespectful. I just don’t want to get involved.” — Nicole ([02:38])

• Reality of Workplace Power:

  “She’s gonna get her way. The supervisor is gonna get her way. And there’s no HR to back you up on this whole thing? No.” — Host A and Nicole ([05:11])

• On the System’s Harshness in Small Offices:

  “They’re going to say, well, this girl’s gonna be a troublemaker. And you’ll be gone.” — Host B ([07:23])

• Personalized Survival Tactic:

  “Go to a computer…update your resume…and wait for a new job offer…” — Host B ([06:49])

• Legal Recording Advice:

  “In the state of Georgia, you can record a conversation with someone as long as one party knows they’re being recorded. And that one party, of course, is yourself.” — Jancy ([10:46])

Timestamps for Key Segments

• 01:15 – Nicole is pressured by her supervisor to lie about a coworker
• 02:38 – Nicole stands her ground
• 03:44 – Discussion about the limitations of HR support
• 05:21 – Strategies for documentation and escalation
• 06:49 – Advice to look for a new job
• 08:02 – Caller Kristen's parallel experience and documentation tips
• 09:35 – Jancy’s story: Using legal recordings to protect herself
• 12:03 – HR expert Carlos’s firm recommendations
• 13:34 – Final thoughts: documentation, legal protection, and career choices

Episode Tone and Style

• Conversational, supportive, and empathetic
• Candid about the hardships of navigating workplace drama without institutional support
• Comedic relief amidst serious advice, staying relatable and authentic

Conclusion

Nicole’s story resonated with both the Bert Show hosts and their caller community as a textbook case of the moral and professional traps found in small, HR-light workplaces. The consensus: Do not participate in unethical acts or falsification, document everything, seek legal and managerial protections, and ultimately—if possible—find a healthier work environment.

For further resources or to share your own story, visit www.thebertshow.com