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I'd add to also keep a copy of any substantial agreement/clarification alongside the proper legal paperwork. The PTO wording was a bit confusing, you ask for cl

I'd add to also keep a copy of any substantial agreement/clarification alongside the proper legal paperwork. The PTO wording was a bit confusing, you ask for clarification and they tell you it's 21 work days and not 3 natural weeks? Keep a copy of those email/slack/etc., preferably one from HR and one from your manager where they both agree. Just push them in the same binder, they are probably not so many situations to make this bothersome but it can be helpful. Luckily I've never needed it in any kind of legal situation, but a couple of times they saved me of a "he said she said" kinda conversation.

hbrav 5y ago
This is also excellent advice. Actually maybe I should also add: keep not just the text of those e-mails, but also the from, to, date fields etc. If you ever get into a I-said / they-said about this, your employer might claim that your e-mails are a fabrication. If you get as far as a discovery process, and the company has to turn over e-mail records, that's going to make it much easier to locate the e-mail in question.
- srswtf123 5y ago
  If you’re putting things in binders, print out the full headers of the emails. Maybe even the raw mail; though I admit html mail makes that very unpleasant.