In my opinion, that was incredibly tacky on your part.
This is not reasonable on her part if you were just an employee that she fired. However, once again we are back to the situation that the business is a marital asset, which you should be expecting to be bought out of, and if you don't assist with preserving the asset, you are just cutting off your nose to spite your face.FYI, she's not asking for just a single password. She is claiming I'm legally obligated to cooperate with my exit transition by returning to the office under her supervision to walk her through everything I've been working on at the time she fired me, reset all the passwords, any other manual labor she wants me to do, and to do all this without pay because I'm already fired. I have never heard of a fired employee being legally obligated to smooth out any "exit transition" not of his/her own choosing.
Again, you are trying to be treated as nothing but a former employee, when legally you should want to be treated as a co-owner because of the divorce. I think that you are being extremely foolish to do anything other than making sure that the business thrives.I'm considering offering her consultant technical services, albeit at a pretty high hourly rate, to counter any further accusations of petty retaliation. I think that's pretty commonplace in business, right?

