>> I think the meeting was a total disaster because I had a framework in place and I wanted to drive her to understand the problem and the context and the client issues and the organization as a whole but she thought she was above the team. She just she was not listening and it was a complete very difficult one of the most challenging the most challenging meeting ever in my career as a manager in the last fifteen years. So one thing I would have done differently is I would have recorded the meeting to have proof of the response and the lack of communication between the two of us. In a situation where there's nepotism that things are documented at all times, that there are records, that things are not just here say, that you can clearly show proof that you have communicated X and the outcome was Y. The one way to winning the situation is if Jack and Alex together and the rest of the management team, or the HR team were able to sit down and come to an agreement, to have a mediator first of all and a higher level of authority that can then step in but also more importantly is to present the facts and so that Alex would then have to present her facts and I think her case. She has nothing to substantiate her case. If nothing changes after we sit down with management and Jack then I would then ask to be re-assigned to a different creative team. I would consider leaving the company after I've compiled everyone's recommendations and feedback for my performance in the last five years including my clients and at that point if there is some noting we can do then I would leave and then seek legal assistance. And nepotism is not illegal and at this point with the firm I think my only choice is to leave and I'm not even quite sure I can take legal action against the firm because I'm employed at will.