A seven-part protection checklist.
- 1
Address immediate safety.
Physical and mental-health safety come before a perfect record or perfectly worded response.
- 2
Record observable facts.
Use dates, words, actions, witnesses, and workplace impact—within law and policy.
- 3
Describe before diagnosing.
Capture what happened before trying to settle the legal label or another person’s motive.
- 4
Identify procedures and possible deadlines.
Different employees, employers, claims, and forums can follow different rules.
- 5
Choose confidential support.
Decide which conversations are for personal care, workplace representation, or legal advice.
- 6
Consider counsel before the high-stakes move.
Reporting, resigning, signing, responding, or transmitting records can create consequences you cannot fully reverse.
- 7
Document material changes after reporting.
Record new assignments, scrutiny, exclusions, statements, or personnel actions without assuming what they legally prove.
Consider legal advice promptly when:
- Proposed discipline, suspension, removal, or separation
- Discrimination, harassment, or retaliation
- Whistleblowing or protected disclosures
- Accommodation, medical, or leave disputes
- Investigatory interviews
- Settlement, release, or resignation documents
- Any notice carrying a deadline
- Questions about records you may keep or transmit
If you are preparing a written response first, use the 90-second Before You Hit Send practice.