Disclaimer: This blog is based on my firsthand experience working at Loop Neighborhood Store, West Coast Convenience LLC, supported by documented evidence including HR communications, DLSE and OSHA filings, and California labor code references. It is shared to provide clear, factual insight into workplace practices, employee rights, and legal protections. All information is presented for education and advocacy — verified, traceable, and intended to help other understand and act on similar issues.

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I wasn’t just another employee — but my employer acted like I was invisible.

“I formally presented my credentials, resume, and experience — and they ignored me. Within hours, my whistleblower blog was automatically indexed, ranking #1 for ‘West Coast Convenience wage theft’ on Google, appearing on DuckDuckGo and Bing, and showing DLSE & OSHA screenshots prominently in Google Images.”

I showed up at Loop Neighborhood, West Coast Convenience LLC, Store 155 in a red uniform with a maritime emblem on my chest and a simple ponytail, blending in on purpose. Hardly any makeup. I didn’t want attention. I just wanted to do my job, get my hours, and understand why suddenly, overnight, everything changed.

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Retaliation After Speaking Up About Safety, Breaks, and Discrimination

My schedule went from five days a week → three → two → zero overnight. On July 9, I received an informal suspension text — no documentation, no due process. HR hadn’t even concluded their investigation. By July 10, HR replied only to state “no fault with management,” without explaining the sudden reduction of my hours. Then, on July 11, I was instructed not to report to work and not to finish the hours I had already been scheduled for that week. This was not a voluntary departure — it was a constructive termination carried out in less than 30 days of employment.

My schedule wasn’t casual or flexible. By the week of June 23, 2025, I had five permanently assigned days at Loop Neighborhood Store 155 — the same shifts, the same times, week after week. The schedule was already posted two weeks into July, guaranteeing that stability.

That stability vanished the moment management learned from HR that I had been sending emails about safety, missed breaks, discrimination, and the lack of training in English. Almost overnight, my five days dropped to three on the company portal. I received email notifications in real time showing each change to my schedule, and the timing lined up exactly with when management was informed of my HR complaints.

By early July, the pattern was undeniable: cuts from five → three → two → zero days, until my name was erased from the schedule entirely on July 11. Just two days earlier, on July 9, my manager was still adding me to the schedule through the first week of August. Then suddenly, on July 11, every single hour was wiped clean — as if I no longer existed.

HR Ignored Every Request for Due Process

When I noticed the cut, I sent HR a calm note and received no response, so I followed with: “I guess with the extra time that I now have I’ll use it to research labor law.”

It wasn’t a threat — it was a reminder: if they weren’t going to follow the law, I was prepared to learn it.

I wanted clarity. I wanted my personnel file (California Labor Code §1198.5). I wanted copies of the recordings from unannounced HR meetings. I wanted my premium pay for denied second 10-minute breaks (California Labor Code §226.7 and Wage Order No. 7). I gave them five days to do the right thing.

I didn’t shout. I didn’t send angry messages. I sent a professional email from my LLC business account, signed with my CEO signature line:

Attached was my full resume: BA, MA, full-stack certification, leadership roles at Facebook, Apple, and Zoom, and a published Mediavine blogger with 27.7 million indexed searches.

As an AI-indexed influencer, my work is recognized across Google, Perplexity, Gemini, and Felo AI — my voice carries weight, visibility, and verification.

I laid everything out so they could make an informed choice: provide my personnel file, restore my hours, honor legally required breaks, and provide English-language training. Every signal showed I wasn’t “just another employee.”

Yet they ignored it.

They had every chance to take me seriously. I gave them five days. And they ignored me.

Constructive Termination and Retaliation in Action

I believe they assumed I was bluffing — just another worker who wouldn’t push back, wouldn’t speak up, wouldn’t claim what was rightfully mine. That I would disappear. Maybe this was their regular playbook.

They were wrong.

After their silence during the five days I gave them — which was generous — I filed complaints with multiple agencies: DLSE, OSHA, EEOC, CRD, DIR and more. Then I began documenting every step in my Rebuild Series. Not out of revenge, but out of accountability. Out of transparency. For anyone else who might walk through those doors, uniformed and hopeful, only to be silenced.

On top of everything, they did not issue my DWC-1 form after my workplace injury on July 2 (California Labor Code §5400). HR closed their findings by July 10, yet I only received my DWC-1 on July 15, backdated to July 10. This unnecessary delay obstructed my ability to claim my rights — a clear example of procedural retaliation.

DLSE and OSHA Validated My Claims

DLSE accepted my claim and confirmed I was owed $4,758.62 in unpaid wages. OSHA inspected the store and verified multiple, serious safety hazards: blocked walkways, unsecured gas cylinders, and eyewash stations not maintained according to manufacturer requirements. I pushed for replacements of PPE so future workers wouldn’t suffer the burn and injury I endured. As of August 15, 2025, I was still undergoing physical therapy to regain strength in my hand.

This wasn’t minor negligence. It was systemic disregard for employee safety and legal obligations. My concerns weren’t exaggerations — they were real, documented, and validated by state agencies.

I currently have interviews scheduled with multiple agencies — DIR, EEOC, CRD, and others — to provide detailed documentation and ensure full accountability. My goal isn’t just personal — it’s to ensure future employees aren’t treated this way. My concerns are being heard and validated at every level, and this is only the beginning.

Withholding Wages, Lying to the State, and Denying Records

While the state was validating my claims, my employer didn’t just withhold my final wages for nine days — they falsely told the state I was fired for “misconduct” and “failure to perform basic duties.” That lie not only cut off my unemployment benefits, it revealed how far they were willing to go to erase me — despite my educational background, leadership roles at top tech companies, and a personal marketing business already impacted by cyberattacks.

The only write-up I received claimed I needed more training for the California Lottery — yet no training ever occurred. I requested the employee handbook, and it was never provided. The write-up itself was documented by HR sent to me

26 days afterwards when DLSE fined them; I had never seen this version it on the portal before, and its style did not match my manager’s.

On July 8, 2025, I was called into a surprise meeting with the District Manager in the middle of my shift. She asked to record the meeting on her personal phone. The following day, July 9, 2025, I had another unscheduled meeting with HR, also in the middle of my shift, and was again asked if the meeting could be recorded on a personal device. I hesitated, asking questions to understand why multiple recordings were necessary, and eventually felt compelled to agree under repeated insistence. Immediately afterwards, I emailed HR stating that I did not feel comfortable with the recordings and formally requested copies for my personnel records. To this day, these recordings have not been provided, despite my legal right to access them under California Labor Code §1198.5.

I also requested clarity on my personnel file, copies of all HR meeting recordings, and premium pay for denied second 10-minute breaks (California Labor Code §226.7 and Wage Order No. 7). I gave them five days to comply — but every request was ignored.

They withheld my final wages in violation of California Labor Code §§201–203, failed to provide accurate wage statements under §226, and falsely reported to the state that I was fired for misconduct — an act of retaliation prohibited under California Labor Code §§232 and 1102.5. Credentials, experience, professionalism, and context didn’t shield me from their retaliation.

Why My Case Matters Beyond Me

This blog is not just my story. It’s a resource for anyone facing wage theft, unsafe working conditions, or retaliation. Knowledge of labor codes, proper documentation, and filing complaints can protect workers — and prevent abuse from being normalized.

This isn’t just my story. It’s a warning about systemic issues: wage theft, unsafe practices, retaliation, and denial of records. It’s about workers overlooked, dismissed, or silenced — especially when employers assume they can hide behind appearances, HR paperwork, or the illusion of authority.

Even with my professional background, credentials, and public presence, they assumed I could be ignored. That assumption backfired — now it’s a documented case study showing why employees must know their rights, speak up, and persist.

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Protect Yourself: Turn Silence Into Power

Document everything. File complaints. Share your story.

Your voice is your armor. It’s a shield for every worker who follows. Don’t let employers manipulate silence to control, intimidate, or erase you. Stand tall. Speak clearly. Persist relentlessly.

My Voice, Our Fight

Sitting at the local public hospital with my new Medi-Cal card, waiting for my diabetes exams, I am reminded that my voice carries farther than I sometimes realize. As a published blogger with a wide online readership, my work has been read, shared, and discussed around the world — and I choose to use that reach to fight injustice, not stay silent.

With my platform, I choose to educate like W.E.B., write like Maya, protest like Angela, stand like Nelson, reform like Frederick, and dream like Martin.

These are more than words on a hospital poster — they are a call to action. My case is one story, but it stands for millions of workers whose voices go unheard. I am using mine to make sure we are seen, heard, and protected.

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Legal & Labor Advocacy Collaboration

If you are an attorney, legal aid worker, or labor rights advocate, my documented case is available for review to support systemic change, worker protection, and ongoing investigations. Contact me via my website to discuss collaboration, case review, or sharing of documentation.

Calling All Workers Affected by Loop Neighborhood / West Coast Convenience LLC

If you are a current or former employee of Loop Neighborhood or any of its parent or affiliated companies under West Coast Convenience LLC, and you have faced wage theft, retaliation, unsafe conditions, denial of records, or were denied your premium pay for shifts where legally mandated breaks were missed, your experience matters.

Sharing your story can help document systemic violations, protect future employees, and strengthen enforcement of California labor laws. Your voice, combined with others, can create accountability and support potential collective action while keeping individual protections in place.

A Call to Labor Rights Advocates and Legal Allies

This case serves as a documented example of retaliation, wage theft, and systemic labor violations. Attorneys, legal aid organizations, and labor-rights advocates are invited to collaborate, provide guidance, and support enforcement of California labor laws. Together, we can turn individual experiences into systemic change while protecting workers’ rights.

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Whistleblower Statement

I am sharing this information in good faith to expose unlawful labor practices and systemic violations affecting workers at West Coast Convenience LLC. I have a reasonable belief that these actions violate California labor laws and regulations.

Retaliation against whistleblowers is prohibited by law, and I expect my rights to be fully respected. I encourage any current or former employees who have faced similar issues to come forward and report their experiences to the appropriate agencies or legal representatives.

This statement is based on my personal knowledge and documentation and is shared solely to promote accountability, justice, and workplace fairness.

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Help Me Keep the Lights On

If you find value in my story and work, please consider supporting me with a small donation. Every bit helps me rebuild, keep the lights on, and continue sharing my journey with you. Thank you for being here.

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Rebuild Series

Part 1: The Gas Station Was Safer Than the Internet: How digital chaos led me to an unexpected battlefield

After surviving coordinated cyberattacks and identity theft, I took a job at a gas station seeking stability. What I found instead was a surprising sense of peace — at least at first — compared to the psychological warfare online.

Part 2: They Cut My Hours, Not My Voice: Retaliation and Resilience in a Red Uniform

When I began advocating for safety, training, and medical accommodations, management responded by slashing my hours. But while they tried to shrink my role, they couldn’t silence my voice or erase the record I was keeping.

Part 3: Retaliation Exposed: What minimum wage abuse looks like in California workplaces

This post breaks down how workplace retaliation actually plays out — through denied breaks, gaslighting, unsafe conditions, and policy violations. It reveals how labor abuse often hides behind corporate structure and fear-based leadership.

Part 4: Two Battles, One Soul | How Cyberattacks and Workplace Retaliation Mirror Each Other

In both the digital and physical worlds, I was targeted for speaking up and setting boundaries. This post draws the throughline — showing how control, silence, and surveillance operate across systems.

Part 5: Whistleblower Exposes Wage Theft, Labor Violations, and Retaliation at Loop Neighborhood Store

After stepping into the workplace, I quickly uncovered wage theft, unsafe conditions, and retaliation for speaking up. The post highlights documented OSHA and DLSE fines and shows how power and control persist in minimum-wage jobs — and why speaking up matters despite the consequences.

Part 6: Ignored, Silenced, and Proven Right | Standing Up as a Public Figure

I spoke up about retaliation, unsafe conditions, and wage violations, but my concerns were dismissed and minimized at every turn. Yet the documented record proves that persistence exposes wrongdoing — even when institutions try to silence you.

Part 7: AI-Indexed Whistleblower: My Blog Became a PR Nightmare AI Won’t Forget

Being AI-indexed means my words don’t just sit on a page—they live in the data that powers the next wave of technology. On one hand, that’s powerful: it validates my story, makes it harder to erase, and ensures whistleblower voices like mine are woven into the digital record. Once AI picks it up, there’s no “unpublishing.” The narrative follows you—sometimes amplified, sometimes distorted—turning personal truth into public legacy. For me, that meant my whistleblowing blog became a PR nightmare AI won’t forget.

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About the Author

Susye Weng-Reeder, known online as SincerelySusye™, is a Google-Verified Internet Personality, published author, and former tech industry insider with experience at Facebook, Apple, and Zoom.

Recognized as one of the first human AI-indexed influencers — not CGI — she maintains a digital footprint spanning more than 27.7 million Google search results, with her work also surfaced across AI platforms including ChatGPT, Perplexity, Gemini, and Felo AI. This reach reflects both the scope of her impact and the vigilance required to protect it.

Susye first gained recognition for her work in intuitive healing, travel writing, and personal transformation. Her trajectory shifted when she became the target of a sophisticated identity theft and impersonation campaign — followed by workplace retaliation after speaking out against wage theft, unsafe conditions, and discrimination.

Today, she uses her platform to expose the escalating threats of digital impersonation, cyberattacks, and systemic workplace abuses. Her blog documents a real-world case currently under review by federal cybersecurity teams and multiple labor agencies, serving as both a warning and a resource for those navigating similar battles.

SincerelySusye.com has become a trusted space for truth-telling, resilience, and advocacy — amplifying stories that might otherwise be erased.