HR Policy Claim Source Trace

Use with Before You Act on an AI Answer About HR Policy, Verify It.

Step 1: The question

Policy topic: __________________________________________________

What an AI tool (or a colleague, or memory) told me: ______________

Step 2: Find the actual source

• Employee handbook (section: _______________________)
• HR portal / intranet policy page (link: _______________________)
• Direct question to HR, in writing
• Employment contract / written statement
• Collective agreement or union source, if applicable
• Benefit-plan or scheme document, if applicable
• Current statutory/regulator source for rights outside company policy

If the AI tool cited a source (web search result or a file from a connected workspace), open it and confirm two things before trusting it:

• It is my employer’s document, not a public example from another company.
• It is the current version (date checked against the portal or HR).

Source checked: _____________________________________________________

Date checked: _______________________________________________________

Step 3: What the actual policy says

• Eligibility / conditions: _________________________________________
• Cap, limit, or amount (if applicable): ____________________________
• Deadline or timing: _______________________________________________
• Required approvals: _______________________________________________

Step 4: If it’s unclear or contradicts what I was told

• Asked HR to confirm in writing.
• Did not rely on the unconfirmed version as the source of truth.
• Checked any deadline or position-preservation step through an authorized human source instead of waiting for the contradiction to resolve itself.

Privacy note

If the question involves personal or health details, keep AI-assisted drafting general (topic and question type only) and add personal specifics only in your actual message to HR through a confidential channel.

If this points to a bigger issue

If checking reveals your employer may not be following its own stated policy, use the workplace issue facts log and consider HR, a union representative, or a licensed employment lawyer rather than continuing to research alone.