Workplace Issue Facts Log

Use with Document a Workplace Issue’s Facts With AI — Never Ask It for Legal Advice.

This is a factual record, not proof or a legal opinion. It does not tell you whether something is illegal or pause a deadline. Depending on the issue, an appropriate route may be HR/management, a union, safeguarding lead, regulator, emergency service, or qualified employment lawyer in your jurisdiction. Use the route that is safe and authorized for the actual issue; HR is not automatically the first route.

Entry template (copy for each incident)

• Date: ___________________ Time: ___________________

• Location: _______________________________________________

• Who was present: _________________________________________

• What was said or done (quote directly where possible):

  ---

  ---

• My response at the time: _________________________________

• Related documents (emails, messages, schedules, photos — note where saved):

  ---

• Is this part of a pattern? If so, dates of prior instances:

  ---

Rules for this log

• Facts only — no legal conclusions (“this was harassment,” “this was retaliation”).
• Direct quotes where possible, otherwise as close to verbatim as you can recall.
• Written as close to the event as possible, while memory is fresh.
• Never asked AI whether this is legally harassment, discrimination, or retaliation.
• Never asked AI to draft a legal complaint or tell me what I’m entitled to.

Privacy note

This document likely contains sensitive personal information about you and others. If using AI to organize it, use only an employer-approved, enterprise-grade tool, or draft it without AI. Do not paste it into a personal or unapproved account.

Next steps (not an AI decision)

• Reviewed the applicable formal reporting process without assuming it is the only safe route (see the workplace AI policy read card for how to find official company documents generally).
• Checked any urgent reporting, safeguarding, evidence-preservation, or legal deadline with an authorized human source; this log does not pause one.
• Considered contacting a union representative and checked representation rights for my jurisdiction, agreement, and process, if applicable.
• Considered consulting a licensed employment lawyer for anything involving a specific legal question.
• Decided whether and when to escalate — documenting now does not obligate action later.