This page lists three turns, the messages you send to the AI one after another in the same chat, and then a check of the answer. Keep it open next to your chat. Each turn shows the next thing to paste, with the values you entered already filled in. Nothing is sent from this page, and your conversation stays in the AI tool you are using.
What the complainant reported, with dates where known.
Who reports to whom, tenure, and how the parties actually overlap day to day.
Anyone who may have observed an event or received a report of one, including former employees.
Governing law plus whether the workforce is unionized or public sector; both change the required admonitions.
The interview you are preparing right now.
Watch for these throughout
Privilege depends on structure, not labels. An investigation run by HR for business reasons is usually discoverable; one directed by counsel for the purpose of legal advice may not be. Decide which one this is before the first interview.
Blanket confidentiality instructions to witnesses can violate Section 7 rights. Narrow the instruction to this investigation and this period, and document what you actually said.
Deliver the anti-retaliation statement at every interview, including the accused's, and record that you delivered it.
If the accused asks for representation, stop and re-engage. In a unionized workplace Weingarten rights attach; in the public sector the Garrity analysis changes the entire interview.
Do not let the question set drift into credibility findings. Record observations during the interview and reserve every judgment for the findings memo.