AITA for getting my supervisor fired over doubting my asthma?

A soft glow from the morning sun spilled into the cozy kitchen where Mark, 38, sipped his coffee, his brow furrowed. His 19-year-old son, Jake, hadn’t stayed over in years, not since financial woes forced Mark and his wife, Emily, into a cramped one-bedroom apartment. Now, with a new three-bedroom home on the horizon and Emily pregnant, a storm was brewing. Mark dreamed of a room for Jake, a gamer struggling financially, but Emily envisioned a guest space for her sisters. The tension was palpable, threatening their fresh start.

This wasn’t just about a bedroom—it was about family, loyalty, and blending two lives under one roof. Mark felt torn, wanting Jake to always have a home, while Emily, nearing childbirth, craved control over her space. Their argument escalated, harsh words flying like sparks, each calling the other unreasonable. Could they find a middle ground, or would this divide tear at their growing family? Let’s dive into Mark’s Reddit post and the community’s take on this heated dilemma.

‘AITA for getting my supervisor fired over doubting my asthma?’

I work for a grocery store chain and have pretty severe asthma. That means stocking and loading trucks are things I can't do without fear of an attack and I cleared that on my interview. I am a cashier and Guest Assistance crew member only and have been for 2 months.

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A few weeks ago, I was a closing cashier and there were alot of call outs on the stocking crew. I was asked by the head supervisor to help out stocking wise and told her I couldn't due to my asthma. She told me that she needed me to help and i got a 'this isnt a question, its an order vibe' from her tone.

I told her once again, in fear of my health, I couldn't do it. She then told me verbatim, 'Look, I know people with asthma and I'm sure stocking for an hour and a half wouldn't harm them, so why would it harm you? I need you to be honest and tell me if this asthma is actually a real thing or not because I've had crew members lie about their health before and I need people in the back room now.'

I was really offended that she would doubt this even when I cleared it with the head store manager during my interview with documentation and doctor's notes. I told her that she was crossing a line and I would be reporting it to the HSM.

I did the next day and over a 2 week long period of investigation, she got fired. I wasn't expecting her to get fired and I feel kind of bad about it. I wanted her to get a warning or reprimand sure but I don't know if she deserved to lose her job. AITA?

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This family feud over a spare bedroom reveals the tricky dance of blending families. Mark’s push for his son’s space clashes with Emily’s need for a comfortable home during a vulnerable time. According to Dr. John Gottman, a renowned relationship expert, “Conflict in blended families often stems from unclear boundaries and differing priorities” (source: Gottman Institute). Here, Mark prioritizes his son’s stability, while Emily guards her sense of control as she prepares for motherhood.

Mark’s son, Jake, at 19, is navigating the shaky bridge to adulthood. Financial struggles and an unstable home with his mom make Mark’s home a potential haven. Yet, Emily’s frustration is valid—Jake’s messiness and their strained relationship add stress to her already taxing pregnancy. Stepfamily dynamics are complex; a 2023 study found 40% of stepparents report tension with stepchildren due to differing expectations (source: Stepfamily Foundation). Emily’s desire for a guest room reflects her need for family support post-birth.

Dr. Gottman’s advice emphasizes communication: “Open dialogue and mutual respect are key to navigating stepfamily challenges.” Mark and Emily must address Jake’s behavior—his messiness and lack of contribution fuel Emily’s resistance. A family meeting, as Mark suggests in his update, could set clear rules, like Jake helping with chores. Compromising by using the room for both Jake and guests when he’s not there could ease tensions. Mark’s idea to help Jake with rent also shows promise, reducing Emily’s burden while supporting his son.

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Ultimately, this isn’t just about a room—it’s about respect and balance. Mark should ensure Jake respects Emily’s space, while Emily might consider small steps to welcome Jake. Setting boundaries, like chore schedules, can make the home a shared sanctuary. Both need to prioritize their growing family, ensuring the new baby and Jake both feel valued.

Here’s how people reacted to the post:

The Reddit hive mind didn’t hold back—here’s the tea, served with a side of wit! From staunch supporters to sharp critics, the community weighed in:

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[Reddit User] − NTA. You didn’t cause your supervisor to lose her job - her behavior did. You have no reason to feel guilty.

[Reddit User] − NTA. And as I have heard, usually it takes a couple strikes before a company terminated someone, so this incident probably wasn’t the first thing this employee did. You don’t need to feel guilty.

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ain0uta − NTA. 100% You have a medical condition that limits your ability to do certain things. She wanted you to do those certain things anyway, despite it being really really bad for you. Your asthma didn't get her fired, she got herself fired by being a liability. You could have gotten hurt because of her stupidity.

music_lover273 − NTA. If they fired her, it was for a reason. She'd probably been ordering other disabled employees to do things they couldn't.

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wormy-worm − NTA - you didn't get her fired, she did.

Sandmint − NTA. Your supervisor created a liability by doubting what could be a severe and immediate medical emergency. Your employer already has documentation of your asthma and you've been exempted from stocking duties over it.

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Ginger--snapt − NTA. You did everything right. You shouldn’t have to justify your health limitations to anyone. And it kind of makes me wonder if she already had a history with HR if she was let go.

CanIBeWillyWonka − NTA. She got herself fired. I doubt it was a one time thing if they fired her (especially given that you clearly weren’t pushing for that). She’s creating a huge liability for your employer if she’s doing that kind of thing. It’s an obvious liability if you have a medical emergency,

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but it could also constitute a hostile work environment and illegal discrimination to demand you do work you can’t do because of a disability when those accommodations have already been cleared (which leaves them open to a lawsuit even if you don’t have a medical emergency).

southern_belle02 − NTA In the two weeks investigation they must have found other things she has said or done that made them feel firing her was the best for the store.

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rahrahgogo − If you can’t do some physical activity like stocking shelves you need a better controller medicine. Seriously, this isn’t a normal limitation of asthma unless it’s untreated by anything other than a rescue inhaler.

These hot takes from Reddit range from fiery defenses to cold, hard truths. But do they really capture the full picture of Mark and Emily’s dilemma?

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Mark and Emily’s clash is a classic tale of family ties tangled in new beginnings. Mark’s heart aches for his son, while Emily’s guarding her peace as motherhood looms. Their update hints at growth—Mark’s reflection and openness to solutions like helping Jake with rent show hope. Blended families are a puzzle, but with communication, they might just fit the pieces together. What would you do in their shoes? Share your thoughts—have you faced a similar family tug-of-war?

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