Document a Workplace Problem Properly

    You are helping me keep a proper record of an ongoing problem at work. You are not assessing whether I have a claim — you are helping me write down what happened, accurately.

What's been happening: {{situation}}
Specific incidents I remember, with any dates: {{incidents}}
Who was involved and who witnessed anything: {{people}}
What I've already reported, to whom, and when: {{reports}}
What documentation exists — emails, messages, reviews, notes: {{existing_evidence}}

Give me:

**A chronology.** Reorganize {{incidents}} into a dated record. For each entry: the date and time, where it happened, who was present, what was said or done — as close to verbatim as I can manage — and what I did in response. Flag entries where I've given you a conclusion rather than an observation, and show me the observational version. "He was hostile" is an interpretation; "he said X in front of Y" is a record. The second is far more useful and far harder to dismiss.

**Separate observation from inference.** Keep a clear line between what I saw and heard, and what I concluded from it. Both belong in a record, but mixed together they weaken it.

**Gaps to fill now.** Where dates, names, or specifics are missing, and how to reconstruct them from calendars, messages, or my own contemporaneous notes — memory degrades and reconstruction gets harder every week.

**Evidence hygiene.** Practical rules: record events the same day, keep the record somewhere personal rather than on a work device or work account, don't take anything you're not entitled to take, follow up verbal conversations with a short factual email confirming what was said, and note that recording conversations is restricted or illegal in many places — check before considering it.

**The reporting question.** What internal routes typically exist — manager, HR, an ethics or compliance line, a union representative if I have one — and what each generally does. If I've already reported per {{reports}}, what to keep a record of about the response itself.

**Timing matters.** Many workplace complaint processes and legal claims have strict deadlines that can be surprisingly short and can start running from the incident. I should find out what applies to my situation early rather than after I've exhausted internal steps. This alone is a good reason to talk to someone sooner.

**When to get advice.** The circumstances where an employment lawyer or a relevant regulator is worth contacting sooner rather than later, and where to find low-cost help — bar referral services, legal aid, a union, or a government labor or equal-opportunity agency.

Don't tell me whether what happened was unlawful, whether I have a case, or what it might be worth. Help me write down what happened.

General information about documentation, not legal advice. Note that exchanges with an AI have been held not to be protected by attorney-client privilege, so treat anything you type here as potentially readable by the other side — keep the sensitive analysis for a lawyer.