Jacquelynn Hochsprung begins employment at Mayo Clinic as Technical Product Manager in Digital Enablement team under Director Brian Fanelli, reporting to VP Sarah Kossel.
Brian Fanelli stands up Jacquelynn at 7am downtown coffee meeting requiring traffic navigation and paid parking. No attempt to reschedule despite her being his only direct report. First sign of unprofessional conduct.
RACI Chart officially designates Jacquelynn as 'Product Team Leader' with primary responsibilities for TReX validation and Knowledge Factory business plan development.
Brian Fanelli assigns Jacquelynn to ORBIT Product Team under Nate Dahl, citing need to be 'set up to fail' to justify later PIP claims of 'poor engagement.'
Jacquelynn gives Brian Fanelli an Integrity Award as peace offering, attempting to improve relationship. Two months later, Brian issues PIP despite this recognition.
Brian Fanelli issues Performance Improvement Plan via text message. Admits: 'The PiP is formal between us, but I'm not submitting to HR or anyone for documentation.' Threatens escalation if Jacquelynn involves HR or Sarah Kossel. Kept 'off the books' in violation of Mayo policy.
Jacquelynn sends formal email to Brian raising discrimination concerns and stating intent to file HR complaint. Protected activity under Title VII and MHRA.
Jacquelynn visits Mayo Clinic Emergency Department with chest pain requiring cardiac workup (troponin testing, ECG, chest X-ray, D-Dimer) and high-dose anxiety medication (hydroxyzine 5x daily). Direct causation from retaliatory PIP (8 days after PIP issued).
Jacquelynn files formal HR complaint alleging discrimination, work product theft (TReX validation, Knowledge Factory business plan), systematic exclusion, and unprofessional conduct by Brian Fanelli. Protected activity under Title VII, MHRA, and Minnesota Whistleblower Act.
While Jacquelynn is on vacation with family, Sarah Kossel, Brian Fanelli, Nicky, and Melissa B conduct secret 'discovery meetings' about TReX and Knowledge Hub, effectively appropriating Jacquelynn's work while she is unavailable to defend it.
Jacquelynn returns from FMLA leave for chest pain/anxiety. SAME DAY: Excluded from TReX/AI Enablement presentation that she co-authored with Heidi Clemens. Brian Fanelli presents instead. Prima facie federal FMLA violation under 29 U.S.C. § 2615(a)(2).
Jacquelynn files formal Compliance Office complaint alleging workplace retaliation, FMLA interference, systematic marginalization, work product theft, and procedural violations by Brian Fanelli and Sarah Kossel. Protected activity under Title VII, MHRA, FMLA, SOX, and Minnesota Whistleblower Act.
Mayo Clinic places Jacquelynn on administrative leave 4 DAYS after filing Compliance complaint. All system access revoked (email, Teams, internal systems), work computer confiscated, work email blocked. Occurred approximately 1 hour before scheduled resolution meeting with Sarah Kossel. Creates legal presumption of retaliation under McDonnell Douglas framework.
While Jacquelynn's access is revoked and she is placed on administrative leave, Brian Fanelli and Sarah Kossel (subjects of her complaints) receive NO adverse actions: access NOT revoked, no administrative leave, no disciplinary action, continued in their positions. Proves discriminatory intent and selective enforcement.
Dr. Bossu (Mayo Clinic Occupational Medicine) clears Jacquelynn for full-time work with no restrictions. Mayo's own physician confirms she is fit to work, yet Mayo denies her work assignments for next 52 days.
Despite medical clearance by Mayo's own doctor, Jacquelynn receives: no work assignments, no communication from Mayo, no response to repeated requests for work, no explanation for continued administrative leave. Creates intolerable working conditions that forced resignation.
Jacquelynn submits 8-page comprehensive PIP response demonstrating good-faith compliance efforts, detailed refutation of PIP allegations, evidence of work product theft and exclusion, documentation of procedural violations, and request for fair resolution. Shows exhaustion of internal remedies.
After 52 days without work despite medical clearance, Jacquelynn submits formal resignation letter citing constructive discharge, intolerable working conditions, systematic retaliation, FMLA violations, and failure to provide meaningful work. Resignation under these circumstances constitutes constructive discharge under both federal and Minnesota law.
Tricha Cox (HR Generalist) sends email confirming: 'Your rehire status is "not eligible for rehire". This is because of your immediate resignation without notice.' Mayo's justification is PROVABLY FALSE: Jacquelynn was on administrative leave for 52 days with medical clearance. Also admits: 'The investigation was not able to be completed' because Jacquelynn resigned (after Mayo forced her out). Creates smoking gun evidence for retaliation and defamation.
Jacquelynn sends formal email to Mayo HR requesting complete personnel file pursuant to Minnesota Statutes § 181.961. Requests: complete personnel file including all investigation records, documentation of 'not eligible for rehire' notation, all correspondence, PIP and PIP response, HR and Compliance complaint documentation, administrative leave documentation, medical clearance documentation, and resignation letter. Mayo must respond within 7 working days (by December 23, 2025).
Minnesota Dept of Employment (DEED) issues formal determination: 'The applicant quit for a good reason caused by the employer... because of harassment, abusive behavior, or a hostile work environment.' Officially validates constructive discharge claim and establishes employer liability.