Getting promoted can change the way you have to look at the people you work with.

One office employee learned that after becoming a team leader and getting more involved with management.

Leading into it, she already knew one coworker could be difficult. But now she had to think about how that behavior affected the entire team.

So, when management asked for her opinion, she said the company might be better off without her.

Then, somehow, later that night, the coworker found out and called her in tears.

Keep reading for the full scoop.

AITA for suggesting to management that a colleague gets fired?

I work in an office job in the city and am happy to say I’ve been promoted to be a team leader.

There’s a woman who I will call Lauren on the team. We get along fairly well, but she is an awful person who I’m glad I don’t have to work alongside anymore.

Within a few weeks of knowing her, she told me she wouldn’t date a guy without a degree. That’s cool. People can have whatever preference they want, but she went a step further when she stated that if she were a manager, she wouldn’t even consider employing someone without a degree.

Lauren made it clear how she would handle management.

Our company doesn’t have a “graduate scheme” and takes on people from all walks of life as trainees, but if you have experience in the industry, you can be taken on at a higher level.

Lauren believes that anyone who either didn’t get the grades to go to uni or chose not to “proved they aren’t committed or capable of handling a high-level job.”

She even went as far as to say that she’d filter candidates “from the top down” based on whether they attended a top university like herself. Even as a graduate who was hired as a trainee, I was shocked at this.

She is both a snob and a troublemaker.

One time, she made such a rude comment that subsequent casual days got cancelled.

We normally wear suits/office attire to work, but we do have the occasional dress-down day. God help any poor ****** who wears something that isn’t designer. She once reduced the secretary to tears with her comments, “Did your granddad buy that for you from the charity shop?”

This was enough that we didn’t have a dress-down day for several months.

She also considers herself the best-looking woman in the office. We went on a work night out, and I was chatting to a guy in the bar. She was drunk and tried to shove me out of the way so she could talk to him until he told her to go away.

Later, when I asked what she thought she was doing, she said, “Well, he’s not going to be interested in you!”

Apparently, she has a few supporters in management.

She’s also very lazy and gets into frequent rows with management because she doesn’t pull her weight. She’s capable of doing very good work, which is why they keep her around, but only if she thinks it’s worth her time and she wouldn’t rather be taking selfies for Snapchat.

In a meeting with management a few days ago, we were discussing strategy, and I admitted my opinion that we’d be better off without Lauren. She’s unproductive, rude, and most of the time does so little work that she’s being paid for nothing.

Unfortunately, Lauren clearly has friends in management, since I got a call from her late last night crying down the phone, saying, “How could you say all those awful things about me?” and saying if I ruin her career, she would make me pay.

Now she feels bad, but still meant what she said.

I felt terrible.

While I’m adjusting to my new role, I still thought a bit too clinically/strategically about a person’s livelihood. She is very talented, a lot more than me, but she’s just an awful person who brings the office down with her snobby behavior.

If they do take my advice, which is doubtful, I will feel awful. I don’t want anyone to be fired, but I gave my honest opinion.

AITA?

Wow! It sounds like Lauren is helping create a very toxic workplace.

Let’s take a look at what the readers over at Reddit think about this whole thing.

This person thinks it depends.

For this reader, the coworker is toxic but her approach was wrong.

Here’s someone who’s on her side.

If you enjoyed this post, check out this story about an employee who decided to push back against time micromanagement.

This reader thinks she sounds terrible for talking about the other woman like this.

She may have had valid concerns, but she went about it all wrong.

There’s a big difference between pointing out someone’s behavior and telling management they’d be better off firing them.

Especially as a new team leader, she probably needed to focus on the problems and let management decide what to do about them.

And now that Lauren knows what she said, she’s created an even bigger mess for herself.