Chapter 12 - Thirteen Minutes Later
The remote deletion attempt changed Colin’s position.
Until then, he could argue:
Bad oversight.
Conflict of interest.
Aggressive sale strategy.
Failure to act after complaints.
Now there was a current act tied directly to Jenna’s assault footage.
Colin denied it.
“Shared VPN.”
True.
Heartland corporate traffic routed through common address.
But system logs contained device fingerprint.
Laptop:
CP EXEC 14.
Assigned to Colin.
His lawyer requested forensic review.
Review confirmed the device initiated login.
Could someone else use it?
Yes.
Where was laptop at 7:31?
Colin said home office in Kansas City.
Who was home?
Colin.
Melissa.
Their adult son.
Melissa said Colin received a call from Todd around 7:23.
Todd’s phone confirmed.
Duration:
Four minutes.
Then Colin went upstairs with laptop.
At 7:31 deletion attempt.
That looked bad.
Todd’s cooperation filled context.
“I told him I hit Jenna.”
“What did Colin say?”
“He called me an idiot.”
“Then?”
“I said Eleanor took the drive.”
“Did you know Eleanor’s name?”
“Yes. From Ava.”
“What did Colin say?”
“Kill the cloud.”
Exact phrase.
Colin’s attorney objected later to Todd’s credibility.
Fair.
Todd was cooperating for benefit.
Then digital logs corroborated attempt.
Not enough to prove exact words.
Enough to show action.
Why delete?
Colin claimed he wanted to protect employee privacy because unknown person had altered system.
That explanation failed when he used Rachel’s old credentials instead of calling IT.
Then Heartland suspended him.
No termination pending review.
Company board hired independent counsel.
Prairie Horizon terminated brokerage relationship.
Their statement:
Colin Pierce did not disclose his operational conflicts.
Again.
No one wanted his problem.
Then Melissa filed for legal separation.
Not relevant to Jenna’s case directly, but her financial cooperation intensified.
She surrendered Prairie Staff records.
They showed $412,000 in questionable billing across six restaurants over three years.
Some legitimate labor.
Some unsupported.
Todd received $29,000 across jobs.
Colin received distributions indirectly.
Could be wage fraud.
Tax issues.
False invoices.
Authorities would decide.
Then Samuel announced something to staff.
He was ending Heartland’s management contract.
Maple Street would operate independently temporarily.
Beth became interim general manager.
She cried.
“I do not want Todd’s job.”
Samuel said:
“Good.”
Everyone laughed for the first time in days.
Then:
“You want the work, not the power.”
Beth accepted.
Wage deductions stopped.
Tip pool paused until employees voted on transparent policy.
Independent payroll review began reimbursing confirmed improper deductions.
Jenna received preliminary correction:
$1,184 plus related adjustments.
She looked at the check.
Not life changing.
Still hers.
Megan got hers.
Luke.
Claire’s false theft record was withdrawn.
Samuel wrote a letter confirming no evidence she stole $4,800.
Claire cried.
Not because of money.
Because for five months she had been afraid every future employer would call Maple Street and hear thief.
Then Ava’s Oklahoma case reopened through civil counsel and state labor review.
Different jurisdiction.
Different outcome.
No instant justice.
Eleanor finally allowed herself to smile.
Then Todd’s assault case moved.
He was charged with misdemeanor battery connected to Jenna and faced separate allegations under review for Claire and financial conduct.
He pleaded not guilty initially, then entered negotiations.
Jenna did not demand jail.
She asked Mara:
“What am I supposed to want?”
“Nothing specific.”
“I want him unable to do this to another waitress.”
“That is a goal.”
Legal system might not guarantee it.
Employment records.
Protective orders.
Licensing? Restaurant managers have no special license.
Public documentation could help.
Then Todd’s attorney delivered an offer in the civil case.
Compensation.
Written apology.
No confidentiality.
That surprised Jenna.
Todd normally hid everything.
Why no NDA?
Because his bigger strategy changed.
He wanted to testify against Colin.
He needed credibility.
Jenna asked:
“Should I settle?”
Mara said:
“Do not decide based on whether it helps him. Decide based on your case.”
Jenna accepted eventually only after terms did not limit testimony, public records, or other employees.
No forgiveness clause.
No statement that assault was isolated.
Then Todd asked to speak to Jenna personally.
She refused.
He sent one letter through lawyers.
I thought everyone was scared enough.
Jenna stopped reading.
She folded it.
Put it away.
That sentence told her enough.
Then the original Maple Street hard drive produced a new clip.
Older than Todd’s management.
Date:
Fourteen months earlier.
Frank still manager.
Colin entered after midnight.
With another man.
Jenna recognized him.
Not from the diner.
From Prairie Horizon’s website.
Steven Cole.
Development director.
They spread maps across Table 12.
The same table beside which Todd later slapped Jenna.
Then a third person entered.
Todd.
Before he officially worked Maple Street.
Audio:
Steven:
Need employees out of the trust before Samuel sees final numbers.
Todd:
How?
Colin:
One at a time.
May you like
The plan to reduce employee resistance existed before Frank was fired.
Continue to the next part: A hidden recording proves Todd, Colin, and Prairie Horizon’s development director discussed the employee trust months before Todd became manager.
