# Workplace Issue Facts Log

Use with [Document a Workplace Issue's Facts With AI — Never Ask It for Legal Advice](/articles/document-workplace-issue-facts-not-legal-advice).

This is a factual record, not a legal document. It does not tell you whether something is illegal or what you are entitled to — for that, contact your HR department, your union representative, or a licensed employment lawyer in your jurisdiction.

## 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 my employer's actual HR complaint process (see the [workplace AI policy read card](/downloads/articles/workplace-ai-policy-read-card.md) for how to find official company documents generally).
- [ ] Considered contacting a union representative, if applicable. (In the US, a union-represented employee who reasonably believes an interview could lead to discipline has to *ask* for a representative — the employer is not required to offer.)
- [ ] 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.