What do you say on bullying documentation if you don't know the exact date of the incident? [closed]

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If you are writing a bullying report for HR but you only have a vague idea of when the incident happened e.g. Early in March what do you say? Do you say that you don't know when? Or explain why you didn't write it down?

I feel like this is murky territory.

I mean you don't usually write down stuff that someone walks up to you and out of the blue says.

human-resources bullying documentation

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asked Apr 24 '16 at 22:47

user1261710

2,04441121

closed as off-topic by paparazzo, keshlam, Dawny33, gnat, Alec Apr 25 '16 at 7:20

This question appears to be off-topic. The users who voted to close gave these specific reasons:

• "Questions asking for advice on what to do are not practical answerable questions (e.g. "what job should I take?", or "what skills should I learn?"). Questions should get answers explaining why and how to make a decision, not advice on what to do. For more information, click here." – paparazzo, Dawny33, Alec


• "Questions seeking advice on company-specific regulations, agreements, or policies should be directed to your manager or HR department. Questions that address only a specific company or position are of limited use to future visitors. Questions seeking legal advice should be directed to legal professionals. For more information, click here." – keshlam, gnat

If this question can be reworded to fit the rules in the help center, please edit the question.

• 
  
  
  

  
  1
  

  
  
  
  
  
  

  
  Be aware that the typical reaction from HR is to treat you like an outsider and to protect the offender. This is because if guilt is determined on the part of the offender, it's only a short step to guilt being placed on the employer. Last time I reported extreme abuse (refusing breaks, blackmail etc), they actually gave the offender a free paid 2 week vacation during a no vacation time (very busy season) just to delay having to take action against him. This bought them a two week window to deal with me, not him. Watch your back, no one else is.
  – user41761
  Apr 25 '16 at 9:38
  
  

  
  
  
  


• 
  
  
  

  
  5
  

  
  
  
  
  
  

  
  @TechnikEmpire This isn't the OP's first time asking these questions. Based on the many other complaints posted here, I'm guessing it's a question of when he/she will be let go of. I'm a bit surprised they let it drag out this long, though. They must be a very tolerant company. At this point the OP can only go to a lawyer, not HR for action to be taken.
  – Dan
  Apr 25 '16 at 12:26
  
  

  
  
  
  

suggest improvements | 

up vote
-3
down vote

favorite

If you are writing a bullying report for HR but you only have a vague idea of when the incident happened e.g. Early in March what do you say? Do you say that you don't know when? Or explain why you didn't write it down?

I feel like this is murky territory.

I mean you don't usually write down stuff that someone walks up to you and out of the blue says.

human-resources bullying documentation

share|improve this question

asked Apr 24 '16 at 22:47

user1261710

2,04441121

closed as off-topic by paparazzo, keshlam, Dawny33, gnat, Alec Apr 25 '16 at 7:20

This question appears to be off-topic. The users who voted to close gave these specific reasons:

• "Questions asking for advice on what to do are not practical answerable questions (e.g. "what job should I take?", or "what skills should I learn?"). Questions should get answers explaining why and how to make a decision, not advice on what to do. For more information, click here." – paparazzo, Dawny33, Alec


• "Questions seeking advice on company-specific regulations, agreements, or policies should be directed to your manager or HR department. Questions that address only a specific company or position are of limited use to future visitors. Questions seeking legal advice should be directed to legal professionals. For more information, click here." – keshlam, gnat

If this question can be reworded to fit the rules in the help center, please edit the question.

• 
  
  
  

  
  1
  

  
  
  
  
  
  

  
  Be aware that the typical reaction from HR is to treat you like an outsider and to protect the offender. This is because if guilt is determined on the part of the offender, it's only a short step to guilt being placed on the employer. Last time I reported extreme abuse (refusing breaks, blackmail etc), they actually gave the offender a free paid 2 week vacation during a no vacation time (very busy season) just to delay having to take action against him. This bought them a two week window to deal with me, not him. Watch your back, no one else is.
  – user41761
  Apr 25 '16 at 9:38
  
  

  
  
  
  


• 
  
  
  

  
  5
  

  
  
  
  
  
  

  
  @TechnikEmpire This isn't the OP's first time asking these questions. Based on the many other complaints posted here, I'm guessing it's a question of when he/she will be let go of. I'm a bit surprised they let it drag out this long, though. They must be a very tolerant company. At this point the OP can only go to a lawyer, not HR for action to be taken.
  – Dan
  Apr 25 '16 at 12:26
  
  

  
  
  
  

suggest improvements | 

up vote
-3
down vote

favorite

up vote
-3
down vote

favorite

If you are writing a bullying report for HR but you only have a vague idea of when the incident happened e.g. Early in March what do you say? Do you say that you don't know when? Or explain why you didn't write it down?

I feel like this is murky territory.

I mean you don't usually write down stuff that someone walks up to you and out of the blue says.

human-resources bullying documentation

share|improve this question

asked Apr 24 '16 at 22:47

user1261710

2,04441121

If you are writing a bullying report for HR but you only have a vague idea of when the incident happened e.g. Early in March what do you say? Do you say that you don't know when? Or explain why you didn't write it down?

I feel like this is murky territory.

I mean you don't usually write down stuff that someone walks up to you and out of the blue says.

human-resources bullying documentation

share|improve this question

asked Apr 24 '16 at 22:47

user1261710

2,04441121

share|improve this question

share|improve this question

asked Apr 24 '16 at 22:47

user1261710

2,04441121

asked Apr 24 '16 at 22:47

user1261710

2,04441121

asked Apr 24 '16 at 22:47

user1261710

2,04441121

2,04441121

closed as off-topic by paparazzo, keshlam, Dawny33, gnat, Alec Apr 25 '16 at 7:20

This question appears to be off-topic. The users who voted to close gave these specific reasons:

• "Questions asking for advice on what to do are not practical answerable questions (e.g. "what job should I take?", or "what skills should I learn?"). Questions should get answers explaining why and how to make a decision, not advice on what to do. For more information, click here." – paparazzo, Dawny33, Alec


• "Questions seeking advice on company-specific regulations, agreements, or policies should be directed to your manager or HR department. Questions that address only a specific company or position are of limited use to future visitors. Questions seeking legal advice should be directed to legal professionals. For more information, click here." – keshlam, gnat

If this question can be reworded to fit the rules in the help center, please edit the question.

closed as off-topic by paparazzo, keshlam, Dawny33, gnat, Alec Apr 25 '16 at 7:20

This question appears to be off-topic. The users who voted to close gave these specific reasons:

• "Questions asking for advice on what to do are not practical answerable questions (e.g. "what job should I take?", or "what skills should I learn?"). Questions should get answers explaining why and how to make a decision, not advice on what to do. For more information, click here." – paparazzo, Dawny33, Alec


• "Questions seeking advice on company-specific regulations, agreements, or policies should be directed to your manager or HR department. Questions that address only a specific company or position are of limited use to future visitors. Questions seeking legal advice should be directed to legal professionals. For more information, click here." – keshlam, gnat

If this question can be reworded to fit the rules in the help center, please edit the question.

• 
  
  
  

  
  1
  

  
  
  
  
  
  

  
  Be aware that the typical reaction from HR is to treat you like an outsider and to protect the offender. This is because if guilt is determined on the part of the offender, it's only a short step to guilt being placed on the employer. Last time I reported extreme abuse (refusing breaks, blackmail etc), they actually gave the offender a free paid 2 week vacation during a no vacation time (very busy season) just to delay having to take action against him. This bought them a two week window to deal with me, not him. Watch your back, no one else is.
  – user41761
  Apr 25 '16 at 9:38
  
  

  
  
  
  


• 
  
  
  

  
  5
  

  
  
  
  
  
  

  
  @TechnikEmpire This isn't the OP's first time asking these questions. Based on the many other complaints posted here, I'm guessing it's a question of when he/she will be let go of. I'm a bit surprised they let it drag out this long, though. They must be a very tolerant company. At this point the OP can only go to a lawyer, not HR for action to be taken.
  – Dan
  Apr 25 '16 at 12:26
  
  

  
  
  
  

suggest improvements | 

• 
  
  
  

  
  1
  

  
  
  
  
  
  

  
  Be aware that the typical reaction from HR is to treat you like an outsider and to protect the offender. This is because if guilt is determined on the part of the offender, it's only a short step to guilt being placed on the employer. Last time I reported extreme abuse (refusing breaks, blackmail etc), they actually gave the offender a free paid 2 week vacation during a no vacation time (very busy season) just to delay having to take action against him. This bought them a two week window to deal with me, not him. Watch your back, no one else is.
  – user41761
  Apr 25 '16 at 9:38
  
  

  
  
  
  


• 
  
  
  

  
  5
  

  
  
  
  
  
  

  
  @TechnikEmpire This isn't the OP's first time asking these questions. Based on the many other complaints posted here, I'm guessing it's a question of when he/she will be let go of. I'm a bit surprised they let it drag out this long, though. They must be a very tolerant company. At this point the OP can only go to a lawyer, not HR for action to be taken.
  – Dan
  Apr 25 '16 at 12:26
  
  

  
  
  
  

1

1

Be aware that the typical reaction from HR is to treat you like an outsider and to protect the offender. This is because if guilt is determined on the part of the offender, it's only a short step to guilt being placed on the employer. Last time I reported extreme abuse (refusing breaks, blackmail etc), they actually gave the offender a free paid 2 week vacation during a no vacation time (very busy season) just to delay having to take action against him. This bought them a two week window to deal with me, not him. Watch your back, no one else is.
– user41761
Apr 25 '16 at 9:38

Be aware that the typical reaction from HR is to treat you like an outsider and to protect the offender. This is because if guilt is determined on the part of the offender, it's only a short step to guilt being placed on the employer. Last time I reported extreme abuse (refusing breaks, blackmail etc), they actually gave the offender a free paid 2 week vacation during a no vacation time (very busy season) just to delay having to take action against him. This bought them a two week window to deal with me, not him. Watch your back, no one else is.
– user41761
Apr 25 '16 at 9:38

5

5

@TechnikEmpire This isn't the OP's first time asking these questions. Based on the many other complaints posted here, I'm guessing it's a question of when he/she will be let go of. I'm a bit surprised they let it drag out this long, though. They must be a very tolerant company. At this point the OP can only go to a lawyer, not HR for action to be taken.
– Dan
Apr 25 '16 at 12:26

@TechnikEmpire This isn't the OP's first time asking these questions. Based on the many other complaints posted here, I'm guessing it's a question of when he/she will be let go of. I'm a bit surprised they let it drag out this long, though. They must be a very tolerant company. At this point the OP can only go to a lawyer, not HR for action to be taken.
– Dan
Apr 25 '16 at 12:26

suggest improvements | 

2 Answers
2

active

oldest

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up vote
5
down vote



accepted

If you are writing a bullying report for HR but you only have a vague
idea of when the incident happened e.g. Early in March what do you
say?

You say it happened "early in March". (You really shouldn't just make up a date)

Do you say that you don't know when?

You could, but since you do know it was early in March, you can do better.

Or explain why you didn't write it down?

I mean you don't usually write down stuff that someone walks up to you
and out of the blue says.

You probably don't need to explain why you didn't do something unless you are asked why.

You really need to consult your lawyer first if you are trying to build a case. Otherwise, when you aren't sure what to write - ask HR how specific your answers on their report need to be.

share|improve this answer

edited Apr 25 '16 at 22:28

answered Apr 25 '16 at 1:01

Joe Strazzere

222k102649913

suggest improvements | 

up vote
2
down vote

When people are testifying under oath in court, they often use the phrase "On or around March 5th." Obviously, substitute March 5th for your best guess.

If that's good enough for a court of law it should be sufficient for HR.

Usual disclaimer - I am not a lawyer. If you want legal advice, consult a professional.

share|improve this answer

answered Apr 24 '16 at 23:53

Laconic Droid

2,1112813

suggest improvements | 

2 Answers
2

active

oldest

votes

2 Answers
2

active

oldest

votes

active

oldest

votes

active

oldest

votes

up vote
5
down vote



accepted

If you are writing a bullying report for HR but you only have a vague
idea of when the incident happened e.g. Early in March what do you
say?

You say it happened "early in March". (You really shouldn't just make up a date)

Do you say that you don't know when?

You could, but since you do know it was early in March, you can do better.

Or explain why you didn't write it down?

I mean you don't usually write down stuff that someone walks up to you
and out of the blue says.

You probably don't need to explain why you didn't do something unless you are asked why.

You really need to consult your lawyer first if you are trying to build a case. Otherwise, when you aren't sure what to write - ask HR how specific your answers on their report need to be.

share|improve this answer

edited Apr 25 '16 at 22:28

answered Apr 25 '16 at 1:01

Joe Strazzere

222k102649913

suggest improvements | 

up vote
5
down vote



accepted

If you are writing a bullying report for HR but you only have a vague
idea of when the incident happened e.g. Early in March what do you
say?

You say it happened "early in March". (You really shouldn't just make up a date)

Do you say that you don't know when?

You could, but since you do know it was early in March, you can do better.

Or explain why you didn't write it down?

I mean you don't usually write down stuff that someone walks up to you
and out of the blue says.

You probably don't need to explain why you didn't do something unless you are asked why.

You really need to consult your lawyer first if you are trying to build a case. Otherwise, when you aren't sure what to write - ask HR how specific your answers on their report need to be.

share|improve this answer

edited Apr 25 '16 at 22:28

answered Apr 25 '16 at 1:01

Joe Strazzere

222k102649913

suggest improvements | 

up vote
5
down vote



accepted

up vote
5
down vote



accepted

If you are writing a bullying report for HR but you only have a vague
idea of when the incident happened e.g. Early in March what do you
say?

You say it happened "early in March". (You really shouldn't just make up a date)

Do you say that you don't know when?

You could, but since you do know it was early in March, you can do better.

Or explain why you didn't write it down?

I mean you don't usually write down stuff that someone walks up to you
and out of the blue says.

You probably don't need to explain why you didn't do something unless you are asked why.

You really need to consult your lawyer first if you are trying to build a case. Otherwise, when you aren't sure what to write - ask HR how specific your answers on their report need to be.

share|improve this answer

edited Apr 25 '16 at 22:28

answered Apr 25 '16 at 1:01

Joe Strazzere

222k102649913

If you are writing a bullying report for HR but you only have a vague
idea of when the incident happened e.g. Early in March what do you
say?

You say it happened "early in March". (You really shouldn't just make up a date)

Do you say that you don't know when?

You could, but since you do know it was early in March, you can do better.

Or explain why you didn't write it down?

I mean you don't usually write down stuff that someone walks up to you
and out of the blue says.

You probably don't need to explain why you didn't do something unless you are asked why.

You really need to consult your lawyer first if you are trying to build a case. Otherwise, when you aren't sure what to write - ask HR how specific your answers on their report need to be.

share|improve this answer

edited Apr 25 '16 at 22:28

answered Apr 25 '16 at 1:01

Joe Strazzere

222k102649913

share|improve this answer

share|improve this answer

edited Apr 25 '16 at 22:28

edited Apr 25 '16 at 22:28

edited Apr 25 '16 at 22:28

answered Apr 25 '16 at 1:01

Joe Strazzere

222k102649913

answered Apr 25 '16 at 1:01

Joe Strazzere

222k102649913

answered Apr 25 '16 at 1:01

Joe Strazzere

222k102649913

222k102649913

suggest improvements | 

suggest improvements | 

up vote
2
down vote

When people are testifying under oath in court, they often use the phrase "On or around March 5th." Obviously, substitute March 5th for your best guess.

If that's good enough for a court of law it should be sufficient for HR.

Usual disclaimer - I am not a lawyer. If you want legal advice, consult a professional.

share|improve this answer

answered Apr 24 '16 at 23:53

Laconic Droid

2,1112813

suggest improvements | 

up vote
2
down vote

When people are testifying under oath in court, they often use the phrase "On or around March 5th." Obviously, substitute March 5th for your best guess.

If that's good enough for a court of law it should be sufficient for HR.

Usual disclaimer - I am not a lawyer. If you want legal advice, consult a professional.

share|improve this answer

answered Apr 24 '16 at 23:53

Laconic Droid

2,1112813

suggest improvements | 

up vote
2
down vote

up vote
2
down vote

When people are testifying under oath in court, they often use the phrase "On or around March 5th." Obviously, substitute March 5th for your best guess.

If that's good enough for a court of law it should be sufficient for HR.

Usual disclaimer - I am not a lawyer. If you want legal advice, consult a professional.

share|improve this answer

answered Apr 24 '16 at 23:53

Laconic Droid

2,1112813

When people are testifying under oath in court, they often use the phrase "On or around March 5th." Obviously, substitute March 5th for your best guess.

If that's good enough for a court of law it should be sufficient for HR.

Usual disclaimer - I am not a lawyer. If you want legal advice, consult a professional.

share|improve this answer

answered Apr 24 '16 at 23:53

Laconic Droid

2,1112813

share|improve this answer

share|improve this answer

answered Apr 24 '16 at 23:53

Laconic Droid

2,1112813

answered Apr 24 '16 at 23:53

Laconic Droid

2,1112813

answered Apr 24 '16 at 23:53

Laconic Droid

2,1112813

2,1112813

suggest improvements | 

suggest improvements |