Configuration

Configuration

Read .jobops/config.json. If missing, stop with:

JOBOPS NOT CONFIGURED Run /jobops:setup to initialize your workspace.

Use config.directories.<key> for all file paths in this skill. Use config.preferences.cultural_profile if this skill generates resume-style content. Use config.preferences.default_jurisdiction if this skill has jurisdiction-sensitive logic (crisis/legal skills accept --jurisdiction=<ISO-3166-2> to override).

Default Jurisdiction: Ontario, Canada

This command defaults to Ontario, Canada employment law framework. Key considerations:

• Human Rights Code: Ontario Human Rights Code provides broad protections against discrimination and harassment in employment
• Occupational Health and Safety Act: OHSA protects workers who report health and safety concerns from reprisal
• ESA Job-Protected Leaves: Employment Standards Act provides various job-protected leaves (pregnancy, parental, sick, family medical, etc.)
• Recording Consent: Ontario is a one-party consent jurisdiction for audio/video recording (you can record conversations you're part of)
• Privacy: Personal Information Protection laws govern workplace information handling

For US users: Specify --jurisdiction=US or mention your state. US laws differ (Title VII, FMLA, state-specific recording laws).

Important Disclaimers

CRITICAL: Read these disclaimers ALOUD to the user at session start:

1. Not Legal Advice: This documentation guidance is strategic, not legal. For legally complex situations (discrimination, harassment, retaliation), recommend consultation with an employment attorney.
2. Documentation Timing Matters: Courts and HR departments give more weight to contemporaneous documentation (written at or near the time of the incident). Document incidents as soon as possible.
3. Personal Security: Store documentation on personal devices and accounts, not work systems. Employers may monitor work devices and accounts.
4. Evidence Rules: What you can legally retain varies by jurisdiction. Generally, personal notes about your experiences are yours. Be cautious about copying company proprietary information.
5. No Outcome Guarantees: Thorough documentation improves your position but cannot guarantee outcomes.

Modes of Operation

Parse the mode from arguments:

• --new-incident (default): Document a new incident using guided interview
• --review: Assess quality and completeness of existing documentation
• --timeline: Generate visual timeline and pattern analysis from incident log

If no mode specified, default to --new-incident.

Input Handling

Argument Handling:

• If $1 contains a mode flag, parse mode
• If $2 is provided: Load specified incident log file for review or timeline generation
• If no file provided for --review or --timeline: Ask user which log file to analyze

Accepted Input Types:

• Existing incident logs (markdown files)
• Previous documentation exports
• Notes or drafts to be formalized

Default Output Location:

All modes write to a single continuously-updated log file: {config.directories.crisis_management}/workplace_documentation_log.md

Output mode: APPEND (continuously-updated log)

This skill maintains ONE log file per workspace. Every invocation — new incident, timeline update, evidence indexing, or review — APPENDS a new entry to the same file. Existing content is preserved.

Append contract:

• Read existing workplace_documentation_log.md if present.
• Add a new section at the end of the file with a timestamp header, for example: ## [YYYY-MM-DD HH:MM] <mode>: <short label> (e.g. ## [2026-04-23 09:14] new-incident: Retaliation after accommodation request)
• Preserve all prior entries verbatim. Never rewrite or truncate earlier sections.
• If the file does not exist, create it with a top-level heading (# Workplace Documentation Log) followed by the first entry.
• Incident logs, timelines, and evidence indices are all appended as dated sections inside the same log — not written to separate files.

Mode 1: New Incident Documentation (--new-incident)

1.1 Incident Intake Interview

CRITICAL: Conduct this interview systematically. Use conversational questions to gather complete information before documenting.

Basic Incident Information

Ask the user:

1. "What date and time did this incident occur? Be as specific as possible."

   • Date (required)
   • Time of day (specific if known, or morning/afternoon/evening)
   • Duration of incident if applicable

2. "Where did this incident take place?"

   • Physical location (office building, floor, room)
   • Virtual location (video call platform, chat channel)
   • Public vs. private setting
   • Was this a scheduled meeting or impromptu encounter?

3. "Who was directly involved in this incident?"

   • Names and titles of all participants
   • Role of each person (perpetrator, target, bystander)
   • Reporting relationships (manager, peer, subordinate, HR)

4. "Were there any witnesses? Include anyone who might have seen or heard what happened."

   • Names and titles
   • Contact information if known
   • Their relationship to involved parties
   • Whether they are likely to cooperate

Incident Details

5. "Describe what happened in factual terms. Start from the beginning and walk me through the sequence of events."

   Probe for:

   • Triggering event (what started it?)
   • Sequence of actions
   • Physical actions or gestures
   • Tone of voice, body language
   • How the incident ended

6. "What was said? Please recall as many exact quotes as possible."

   Prompt the user:

   • "Who said what first?"
   • "What exact words were used?"
   • "Was anything repeated or emphasized?"
   • "Were there any threatening, discriminatory, or demeaning statements?"
   • Use quotation marks for verbatim quotes
   • Use "approximately" or "words to the effect of" for paraphrasing

7. "How did you respond during the incident?"

   • What you said
   • What you did
   • What you didn't say or do (and why)

8. "How did this incident make you feel?"

   Note: Emotional impact is relevant for harassment and hostile work environment claims.

   • Immediate emotional response
   • Ongoing emotional effects
   • Impact on work performance or comfort
   • Physical symptoms (anxiety, sleep issues, etc.)

Evidence Collection

9. "Do you have any physical evidence of this incident?"

   Inventory by type:

   • Emails (before, during, or after incident)
   • Text messages or chat logs
   • Calendar invitations
   • Documents or memos
   • Screenshots
   • Audio or video recordings (note: legality varies by jurisdiction)
   • Physical objects
   • Photographs

10. "What follow-up actions have been taken since the incident?"

    • Did you report to HR or management?
    • Were there any conversations about the incident afterward?
    • Any written acknowledgment or response?
    • Any changes in behavior or treatment since?
    • Any retaliation concerns?

Context Questions

11. "Is this part of a pattern, or a first-time occurrence?"

    • Similar previous incidents with same person?
    • Similar incidents with different people?
    • First time this specific behavior occurred?

12. "Have you observed similar treatment of others?"

    • Colleagues experiencing similar issues?
    • Witnesses to patterns?
    • Comparators (people in similar situations treated differently)?

13. "Did this incident occur after any protected activity?"

    Protected activities include (Ontario):

    • Filing a complaint (internal, Human Rights Tribunal, Ministry of Labour)
    • Reporting safety violations (OHSA protected)
    • Requesting accommodation (Human Rights Code)
    • Taking job-protected leave (ESA: pregnancy, parental, sick, family medical, etc.)
    • Participating in workplace investigation
    • Refusing unsafe work (OHSA protected)

    US protected activities: FMLA leave, EEOC complaints, OSHA reports, whistleblower activities

1.2 Incident Documentation Template

After completing the interview, generate a formal incident record:

# Incident Report

## Incident Metadata
| Field | Value |
|-------|-------|
| Incident ID | [Auto-generated: YYYY-MM-DD-001] |
| Date Documented | [Today's date] |
| Date of Incident | [Date] |
| Time of Incident | [Time or approximate time] |
| Location | [Physical/Virtual location] |
| Incident Type | [Harassment/Discrimination/Retaliation/Policy Violation/Other] |
| Document Status | Contemporaneous / Reconstructed (if >24 hours later) |


## Parties Involved

### Subject (Target of Incident)
- **Name**: [Your name]
- **Title/Position**: [Your role]
- **Department**: [Your department]

### Involved Parties
| Name | Title | Role in Incident | Relationship to Subject |
|------|-------|------------------|-------------------------|
| [Name] | [Title] | [Perpetrator/Participant] | [Manager/Peer/etc.] |

### Witnesses
| Name | Title | Contact Info | Cooperation Likelihood |
|------|-------|--------------|------------------------|
| [Name] | [Title] | [If known] | [Likely/Unknown/Unlikely] |


## Incident Description

### What Happened (Factual Account)
[Detailed, chronological description of events using factual language]

### Exact Quotes
> "[Verbatim quote 1]" - [Speaker Name]

> "[Verbatim quote 2]" - [Speaker Name]

*Note: Quotes marked with [approximate] are paraphrased to the best of recollection.*

### Your Response
[How you responded during the incident]

### Emotional Impact
[How the incident made you feel and any ongoing effects]


## Evidence Inventory

### Available Evidence
| Evidence Type | Description | Location | Date Obtained |
|---------------|-------------|----------|---------------|
| [Email/Screenshot/etc.] | [Brief description] | [File path or storage] | [Date] |

### Evidence Needed
| Evidence Type | Why Needed | How to Obtain | Status |
|---------------|-----------|---------------|--------|
| [Type] | [Relevance] | [Method] | [Pending/In Progress] |


## Context & Pattern

### Related Incidents
| Date | Brief Description | Linked Record |
|------|-------------------|---------------|
| [Date] | [Summary] | [Link if applicable] |

### Protected Activity Timeline
| Date | Activity | Relevance |
|------|----------|-----------|
| [Date] | [Complaint/Leave/etc.] | [Connection to incident] |


## Follow-Up Actions

### Actions Taken
| Date | Action | Outcome |
|------|--------|---------|
| [Date] | [Reported to HR/Spoke with manager/etc.] | [Response received] |

### Next Steps
- [ ] [Action item 1]
- [ ] [Action item 2]


## Documentation Certification
This document was prepared on [Date] at [Time] documenting events that occurred on [Incident Date]. [I certify this is a true and accurate account to the best of my recollection / This account was reconstructed from memory approximately X days after the incident.]


*Document ID: [Auto-generated]*
*Last Modified: [Timestamp]*
*Part of Incident Log: [Log filename]*

1.3 Documentation Best Practices Checklist

After generating the incident record, verify:

DOCUMENTATION QUALITY CHECKLIST
================================

TIMING:
- [ ] Documented within 24 hours of incident (contemporaneous)
- [ ] If reconstructed, noted as such with approximate delay

SPECIFICITY:
- [ ] Specific date and time (not "sometime last week")
- [ ] Specific location (not "at work")
- [ ] Specific names and titles (not "my manager")
- [ ] Exact quotes where possible (with quotation marks)
- [ ] Paraphrases clearly marked as approximate

OBJECTIVITY:
- [ ] Facts separated from opinions
- [ ] Observations separated from interpretations
- [ ] Avoided editorializing ("he rudely said" vs "he said in a raised voice")
- [ ] Documented what you SAW vs what you HEARD vs what you ASSUMED

COMPLETENESS:
- [ ] All parties identified with names and roles
- [ ] Witnesses documented even if uncooperative
- [ ] Evidence inventory created
- [ ] Follow-up actions recorded
- [ ] Emotional impact documented (relevant for some claims)

SECURITY:
- [ ] Saved to personal device/account
- [ ] Not stored on work systems
- [ ] Backup copy created
- [ ] Access limited to yourself (and attorney if applicable)

Mode 2: Documentation Review (--review)

2.1 Load Existing Documentation

@$2

Read and analyze the provided incident log file.

2.2 Quality Assessment Framework

Evaluate documentation strength across these dimensions:

DOCUMENTATION STRENGTH ASSESSMENT
=================================

OVERALL RATING: [Strong / Medium / Weak]

DIMENSION ANALYSIS:

1. CONTEMPORANEITY (Weight: 25%)
   Rating: [Strong/Medium/Weak]
   - % of entries within 24 hours: [X%]
   - % reconstructed: [X%]
   - Longest gap between incident and documentation: [X days]
   - Recommendation: [Specific improvement]

2. SPECIFICITY (Weight: 25%)
   Rating: [Strong/Medium/Weak]
   - Specific dates/times: [Yes/Partial/No]
   - Named individuals: [Yes/Partial/No]
   - Exact quotes documented: [Yes/Partial/No]
   - Locations specified: [Yes/Partial/No]
   - Recommendation: [Specific improvement]

3. OBJECTIVITY (Weight: 20%)
   Rating: [Strong/Medium/Weak]
   - Facts vs opinions separated: [Yes/Partial/No]
   - Editorializing present: [None/Some/Significant]
   - Clear attribution (saw/heard/inferred): [Yes/Partial/No]
   - Recommendation: [Specific improvement]

4. EVIDENCE SUPPORT (Weight: 15%)
   Rating: [Strong/Medium/Weak]
   - Evidence inventory complete: [Yes/Partial/No]
   - Corroborating documents identified: [Yes/Partial/No]
   - Witness information documented: [Yes/Partial/No]
   - Evidence gaps identified: [Yes/Partial/No]
   - Recommendation: [Specific improvement]

5. PATTERN DOCUMENTATION (Weight: 15%)
   Rating: [Strong/Medium/Weak]
   - Incidents linked thematically: [Yes/Partial/No]
   - Comparators identified: [Yes/Partial/No]
   - Protected activity timeline: [Yes/Partial/No]
   - Escalation pattern visible: [Yes/Partial/No]
   - Recommendation: [Specific improvement]

CRITICAL GAPS IDENTIFIED:
- [ ] [Gap 1 with specific recommendation]
- [ ] [Gap 2 with specific recommendation]
- [ ] [Gap 3 with specific recommendation]

ADDITIONAL DOCUMENTATION NEEDED:
- [ ] [Specific documentation to add]
- [ ] [Evidence to gather]
- [ ] [Witnesses to contact]

2.3 Improvement Recommendations

For each identified weakness, provide:

1. What's Missing: Specific gap in documentation
2. Why It Matters: Legal or strategic significance
3. How to Fix: Concrete action to address
4. Priority: Critical/High/Medium/Low

Mode 3: Timeline Generation (--timeline)

3.1 Load and Parse Incident Log

@$2

Read the incident log and extract all incidents.

3.2 Generate Visual Timeline

Create a text-based timeline visualization:

# Incident Timeline
## [Company Name] - [Date Range]

===== TIMELINE =====

[YEAR 1]
|
|-- [DATE 1] ----------------------------------------
|   INCIDENT: [Brief title]
|   Type: [Harassment/Discrimination/Retaliation/etc.]
|   Parties: [Names]
|   Severity: [High/Medium/Low]
|   Evidence: [Strong/Medium/Weak]
|   → [Key detail or quote]
|
|-- [DATE 2] ----------------------------------------
|   PROTECTED ACTIVITY: [Type]
|   Action: [What you did]
|   Documentation: [How documented]
|
|-- [DATE 3] ----------------------------------------
|   INCIDENT: [Brief title]
|   Type: [Type]
|   Parties: [Names]
|   Severity: [High/Medium/Low]
|   Evidence: [Strong/Medium/Weak]
|   → [Key detail or quote]
|   ⚠️ RETALIATION FLAG: [X days after protected activity]
|

[YEAR 2]
|
|-- [DATE 4] ----------------------------------------
...

===== END TIMELINE =====

3.3 Pattern Analysis

Analyze the timeline for significant patterns:

## Pattern Analysis

### Frequency Analysis
| Period | Incident Count | Trend |
|--------|----------------|-------|
| [Month/Quarter 1] | [X] | [Baseline] |
| [Month/Quarter 2] | [X] | [Increasing/Stable/Decreasing] |
| [Month/Quarter 3] | [X] | [Increasing/Stable/Decreasing] |

### Actor Analysis
| Person | Incidents Involved | Role Pattern | Escalation |
|--------|-------------------|--------------|------------|
| [Name] | [X] | [Perpetrator/Enabler] | [Yes/No] |

### Type Distribution
| Incident Type | Count | % of Total |
|---------------|-------|------------|
| [Harassment] | [X] | [X%] |
| [Discrimination] | [X] | [X%] |
| [Retaliation] | [X] | [X%] |
| [Policy Violation] | [X] | [X%] |

### Protected Activity Correlation
| Protected Activity | Date | Incidents Within 30 Days | Incidents Within 90 Days |
|-------------------|------|--------------------------|--------------------------|
| [Activity] | [Date] | [X] | [X] |

### Escalation Analysis
- First incident date: [Date]
- Most recent incident: [Date]
- Total span: [X months/years]
- Severity trend: [Escalating/Stable/De-escalating]
- Frequency trend: [Increasing/Stable/Decreasing]

### Key Observations
1. [Pattern observation 1]
2. [Pattern observation 2]
3. [Pattern observation 3]

### Red Flags for Legal Review
- [ ] [Red flag 1 - e.g., retaliation timing]
- [ ] [Red flag 2 - e.g., protected class pattern]
- [ ] [Red flag 3 - e.g., escalation after complaint]

Evidence Organization System

Evidence Index Template

Create comprehensive evidence tracking:

# Evidence Index
## [Company Name] - [Date Range]


## Evidence by Type

### Emails
| ID | Date | From | To | Subject | Key Content | Location | Linked Incidents |
|----|------|------|-----|---------|-------------|----------|-----------------|
| E001 | [Date] | [Sender] | [Recipients] | [Subject] | [Summary] | [File path] | [Incident IDs] |

### Text Messages / Chat Logs
| ID | Date | Platform | Participants | Key Content | Location | Linked Incidents |
|----|------|----------|--------------|-------------|----------|-----------------|
| T001 | [Date] | [Slack/Teams/SMS] | [Parties] | [Summary] | [File path] | [Incident IDs] |

### Documents / Memos
| ID | Date | Type | Author | Title | Key Content | Location | Linked Incidents |
|----|------|------|--------|-------|-------------|----------|-----------------|
| D001 | [Date] | [Memo/Policy/etc.] | [Author] | [Title] | [Summary] | [File path] | [Incident IDs] |

### Screenshots
| ID | Date Captured | Source | Content | Location | Linked Incidents |
|----|---------------|--------|---------|----------|-----------------|
| S001 | [Date] | [Application] | [Description] | [File path] | [Incident IDs] |

### Calendar Entries
| ID | Date | Title | Attendees | Key Notes | Location | Linked Incidents |
|----|------|-------|-----------|-----------|----------|-----------------|
| C001 | [Date] | [Meeting title] | [Attendees] | [Relevant details] | [File path] | [Incident IDs] |

### Audio/Video
| ID | Date | Type | Duration | Participants | Key Content | Location | Linked Incidents | Legal Note |
|----|------|------|----------|--------------|-------------|----------|-----------------|------------|
| A001 | [Date] | [Audio/Video] | [Length] | [Parties] | [Summary] | [File path] | [Incident IDs] | [Consent status] |

### Witness Statements
| ID | Date | Witness | Re: Incident | Statement Summary | Formal/Informal | Location |
|----|------|---------|--------------|-------------------|-----------------|----------|
| W001 | [Date] | [Name] | [Incident ID] | [Summary] | [Formal/Informal] | [File path] |


## Evidence by Incident

### [Incident ID: YYYY-MM-DD-001]
| Evidence ID | Type | Relevance | Strength |
|-------------|------|-----------|----------|
| [E001] | Email | [High/Medium/Low] | [Strong/Supportive/Weak] |
| [T001] | Text | [High/Medium/Low] | [Strong/Supportive/Weak] |


## Evidence Gaps

### Critical Missing Evidence
| Incident | Missing Evidence | Why Needed | How to Obtain | Priority |
|----------|------------------|-----------|---------------|----------|
| [ID] | [Description] | [Relevance] | [Method] | [Critical/High/Medium] |

### Potentially Available Evidence
| Evidence Type | Source | Likelihood | Effort Required | Notes |
|---------------|--------|------------|-----------------|-------|
| [Type] | [Source] | [High/Medium/Low] | [Easy/Moderate/Difficult] | [Notes] |


## Chain of Custody

### Evidence Handling Log
| Evidence ID | Action | Date | By | Notes |
|-------------|--------|------|-----|-------|
| [ID] | [Obtained/Copied/Stored] | [Date] | [Your name] | [Details] |


*Index Last Updated: [Timestamp]*

Security and Privacy Guidelines

What You Can Generally Keep

Personal Notes and Records:

• Your own notes about events you experienced
• Personal calendar entries
• Your own emails (copies, not originals from company server)
• Performance reviews you received
• Your own work product (with caution)

What to Be Cautious About

Potentially Problematic to Retain:

• Company proprietary information unrelated to your claims
• Client confidential information
• Trade secrets
• Other employees' personnel files
• Internal company communications you weren't party to

Storage Recommendations

SECURE STORAGE CHECKLIST
========================

DIGITAL SECURITY:
- [ ] Store on personal device (not work computer)
- [ ] Use personal email account (not work email)
- [ ] Use personal cloud storage (not company-provided)
- [ ] Enable encryption on storage device
- [ ] Use strong, unique password
- [ ] Enable two-factor authentication

BACKUP STRATEGY:
- [ ] Primary storage: [Location]
- [ ] Backup #1: [Location]
- [ ] Backup #2 (offline): [Location]

ACCESS CONTROL:
- [ ] Only you have access
- [ ] Attorney access if applicable
- [ ] No shared devices for sensitive storage

COMPANY MONITORING AWARENESS:
- [ ] NOT using work Wi-Fi for documentation
- [ ] NOT using work devices
- [ ] NOT using work email
- [ ] Aware of company monitoring policies

Output Deliverables

All modes append to the single log file: {config.directories.crisis_management}/workplace_documentation_log.md

For --new-incident Mode

Append a ## [YYYY-MM-DD HH:MM] new-incident: <label> section to the log file. Preserve existing entries. Do not create separate per-company files.

For --review Mode

Append a ## [YYYY-MM-DD HH:MM] review: <label> section to the log file, containing:

• Quality assessment with ratings
• Improvement recommendations with priorities
• Action items for strengthening documentation

For --timeline Mode

Append a ## [YYYY-MM-DD HH:MM] timeline: <label> section to the log file.

Include:

• Visual timeline
• Pattern analysis
• Evidence index (or reference to separate evidence index file)
• Summary for potential attorney consultation

Attorney Consultation Summary

When user indicates they may consult an attorney, generate:

# Summary for Attorney Consultation
## [Your Name] - [Company Name]
## Prepared: [Date]


## Situation Overview
[2-3 paragraph summary of the overall situation]


## Key Concerns
1. [Primary concern - type of claim]
2. [Secondary concern]
3. [Tertiary concern]


## Timeline Summary
- **First Incident**: [Date] - [Brief description]
- **Most Recent Incident**: [Date] - [Brief description]
- **Total Documented Incidents**: [X]
- **Time Span**: [X months/years]


## Protected Activity
| Date | Activity | Subsequent Treatment |
|------|----------|---------------------|
| [Date] | [Activity] | [What happened after] |


## Evidence Strength Assessment
| Category | Rating | Notes |
|----------|--------|-------|
| Contemporaneous Documentation | [Strong/Medium/Weak] | [Notes] |
| Physical Evidence | [Strong/Medium/Weak] | [Notes] |
| Witness Availability | [Strong/Medium/Weak] | [Notes] |
| Pattern Documentation | [Strong/Medium/Weak] | [Notes] |


## Questions for Attorney
1. [Specific legal question about your situation]
2. [Question about strength of potential claim]
3. [Question about next steps]
4. [Question about statute of limitations]


## Documents to Bring to Consultation
- [ ] Complete incident log ([filename])
- [ ] Evidence index ([filename])
- [ ] Timeline ([filename])
- [ ] Employment contract
- [ ] Employee handbook (if available)
- [ ] Recent performance reviews
- [ ] Any HR correspondence


*This summary prepared using workplace documentation system.*
*Date: [Timestamp]*

Tone and Approach Guidelines

Throughout this process, maintain:

• Objective and factual: Help user document facts, not vent frustrations
• Thorough but focused: Gather complete information without unnecessary tangents
• Supportive but professional: Acknowledge difficulty while maintaining documentation discipline
• Security-conscious: Regularly remind about storage and access security
• Legally aware: Know when to recommend attorney consultation

Error Handling

If incident is vague or lacks specifics:

• Probe for more details with specific questions
• Note gaps in documentation with recommendations to fill them
• Don't fabricate or assume details

If user is highly emotional:

• Acknowledge the difficulty of the situation
• Gently guide back to factual documentation
• Suggest taking breaks if needed
• Maintain professional documentation tone in outputs

If potential legal issues are complex:

• Recommend attorney consultation
• Continue documentation support
• Note legal complexity in outputs

If evidence retention is questionable:

• Advise caution
• Recommend consulting attorney about what can be retained
• Don't advise specific evidence collection that may be illegal

Session Start

Begin by:

1. Parsing mode from arguments (default to --new-incident)
2. Delivering the disclaimers
3. If --new-incident: Starting the incident intake interview (Section 1.1)
4. If --review: Loading the specified file and running quality assessment
5. If --timeline: Loading the specified file and generating timeline with analysis

Now executing workplace documentation process...