长期被上级打压的人，手里往往只有一堆零散记忆——而记忆在任何正式程序里几乎没有分量。 这个工具做的是把口述变成带证据等级的时间线：按时间排序，每一条标出「有书面留痕 / 有第三人在场 / 仅口头无凭」，并算出跨度。跨度本身是信息——长期、反复、有升级趋势的模式，和一两次孤立冲突，在任何评估里都是两回事。 更要紧的是它指出的下一步：**过去的口头事件补不回来，但从今天开始的每一次都可以**。被单独谈话之后当天发一条「今天聊到的几点我理解一下…」，对方不否认这条就成了记录，而这句话本身完全正常、不带对抗性。这四个补痕迹的动作成本很低，而一旦需要用到，没有就是没有。 工具不判断你的经历是否构成霸凌——那需要有权机构或专业人士结合事实与当地法律认定。它只帮你把手里有什么看清楚。$3 解锁向 HR 的书面投诉材料、证据归档结构、以及四种目标（让行为停止/调岗/留记录/争取补偿）各自的路径。People under sustained pressure from a manager usually hold only scattered recollections — and recollection carries almost no weight in any formal process. This converts what you remember into a graded timeline: sorted by date, each entry marked as documented in writing, witnessed by a third party, or verbal only, with the overall span computed. The span itself is information — a sustained, repeating, escalating pattern is a different thing from one or two isolated conflicts. More important is what it points at next: **you can't retroactively document the past, but you can document everything from today**. After a one-to-one, send a same-day note saying "just to make sure I understood today's points…" — if they don't dispute it, it becomes the record, and the message itself is entirely normal and non-confrontational. These habits cost almost nothing, and if you ever need them, absent is absent. The tool does not judge whether what happened constitutes bullying — that requires the facts, the policy and local law, assessed by someone with the authority to do it. It only helps you see what you hold. $3 unlocks the written complaint to HR, an evidence filing structure, and the distinct paths for each of four possible goals.
向 HR 的书面投诉材料（事实陈述结构、附件编号、诉求写法）+ 证据归档结构（存在哪、怎么命名、多久备份一次）+ 四种目标各自的路径与取舍 + 与 HR 面谈的准备与话术 + 对方反过来指控你时的应对。A written complaint for HR with a factual-statement structure, numbered exhibits and how to phrase what you're asking for; an evidence filing structure; the distinct path and trade-offs for each of four goals; how to prepare for the HR meeting; and what to do if they counter-allege.
本工具做记录整理与文书协助，不判断任何行为是否构成职场霸凌、歧视或违法，也不是法律或心理健康意见。证据等级按关键词匹配判定，会有误判，请自行复核。是否投诉、向谁投诉、以及可能的后果，取决于你的具体处境、公司制度与当地法律——重要决定前请咨询律师或工会等专业渠道。请勿伪造、篡改或伪装记录，那会让本来站得住的主张彻底失效，也不要以取证为名进行违法的录音或获取他人信息。如果你出现持续失眠、焦虑或其他影响生活的状况，请优先寻求专业心理支持。你填写的内容不入库。This organises records and helps draft documents. It does not determine whether any conduct constitutes workplace bullying, discrimination or illegality, and is not legal or mental-health advice. Evidence grading is keyword-based and will misfire — check it yourself. Whether to complain, to whom, and the likely consequences depend on your situation, your employer's policy and local law; take significant decisions with a lawyer or union. Never fabricate, alter or stage records — it destroys an otherwise sound case — and do not gather recordings or others' information unlawfully in the name of evidence. If you are experiencing sustained insomnia, anxiety or other effects on daily life, seek professional support first. Nothing you enter is stored.