Workplace Incident & Contemporaneous Dossier Builder

Whether you've been on the job 2 months or 10 years, legal and HR outcomes depend on objective, timestamped contemporaneous records. Structure your timeline, catalog preserved evidence, and produce a formal notification letter.

Record Incident Entry

Date of Incident

Approximate Time

Incident Classification

Exact Location

Individual(s) Involved

Witnesses (if any)

Factual Narrative (What occurred) State observable actions and direct quotes verbatim. Avoid assumptions or speculation.

Your Response / Action Taken

Preserved Evidence

Screenshots Saved Emails/DMs Preserved Voicemail/Audio/Video Badge / Access Logs Medical/Therapy Notes Already Reported to HR

Total Incidents 0

Physical / Severe 0

Preserved Proof 0

Timeline Span 0 days

Statutory Deadlines & EEOC Filing

180 / 300-Day Clock: Federal EEOC charges must typically be filed within 180 days of the incident (extended to 300 days in states with local fair employment practice agencies).
Probationary Periods: New employees are legally protected from day one. An employer cannot legally discharge a probationary employee in retaliation for reporting harassment.
Exhaustion of Remedies: In many jurisdictions, filing with HR or following employee handbook grievance procedures establishes that management had notice and failed to take prompt remedial action.

What Constitutes Concrete Evidence

Electronic Backups: Forward screenshots or emails to a personal, non-work email account immediately.
Badge / Swipe Logs: Request or record building entry/exit times that corroborate being in the room or building.
Out-of-Band Disclosures: Text messages to friends, partners, or therapists sent right after the event count as corroborating contemporaneous evidence.
Calendar Metadata: Meeting invitations, room reservations, or travel itineraries showing direct physical overlap.

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