If you think your employer retaliated against you, evidence organization can be just as important as the underlying facts. This checklist can help you preserve critical records early.**

1) Timeline documents

Create a master timeline including:

• Hire date and position history

• Dates of protected activity (complaints, leave, accommodation requests)

• Dates of discipline or adverse action

• Termination date (if applicable)

2) Protected activity proof

Preserve records showing you engaged in protected activity:

• HR complaint emails

• Written reports to supervisors

• Leave/accommodation request records

• Investigation participation records

3) Adverse action proof

Save documents showing what happened after protected activity:

• Write-ups and warnings

• Demotion/reassignment notices

• Schedule or pay changes

• Termination paperwork

4) Performance and comparator evidence

Keep:

• Prior positive reviews

• Awards/recognition records

• Productivity or sales data

• Evidence of differential treatment (where available)

5) Communications

Preserve:

• Emails, texts, chat messages, voicemails

• Meeting notes and calendar invites

• Policy documents and handbook sections

6) Witness list

Create a private list of individuals who observed key facts:

• Name

• Role

• What they observed

• Approximate date(s)

7) Practical preservation tips

• Save copies in a secure personal location

• Keep original file names and dates where possible

• Avoid editing documents

• Do not destroy employer property or violate lawful policies

• Speak with counsel before taking risky steps

Final thought

A well-documented timeline can materially improve early case evaluation. If you believe you were retaliated against in Texas, gather records quickly and seek legal guidance promptly.

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**THE INFORMATION ON THIS PAGE AND ELSEWHERE ON THIS WEBSITE IS ONLY INTENDED TO PROVIDE A BRIEF OVERVIEW OF SOME OF THE LAWS AFFECTING EMPLOYMENT IN THE STATE OF TEXAS AND SOME OF THE REQUIREMENTS OF THOSE LAWS.  THIS BRIEF OVERVIEW DOES NOT CONTAIN A FULL DESCRIPTION OF ALL OF THE LAWS AFFECTING EMPLOYMENT IN THE STATE OF TEXAS, NOR DOES IT CONTAIN ALL OF THE REQUIREMENTS TO PURSUE OR DEFEND ANY PARTICULAR TYPE OF EMPLOYMENT LAW CLAIM.  THE LAW REGARDING EACH PARTICULAR EMPLOYMENT LAW CLAIM, AND THE INTERPRETATIONS THEREOF, MAY VARY FROM TIME TO TIME, PLACE TO PLACE, JURISDICTION TO JURISDICTION, FROM COURT TO COURT AND FROM EMPLOYER TO EMPLOYER.  THE INFORMATION ON THIS PAGE ONLY APPLIED TO PRIVATE EMPLOYERS, NOT PUBLIC AND?OR GOVERNMENT EMPLOYERS FOR WHICH DIFFERENT RULES MAY APPLY.  IN ADDITION, THE APPLICATION OF ANY PARTICULAR EMPLOYMENT LAW WILL DEPEND ON THE FACTUAL CIRCUMSTANCES SURROUNDING EACH CASE.  EVERY EMPLOYMENT LAW CASE IS FACTUALLY UNIQUE, AND THE APPLICATION OF EACH EMPLOYMENT LAW WILL VARY.   ACCORDINGLY, NOTHING WHICH IS WRITTEN ON THIS PAGE IS INTENDED TO CONSTITUTE LEGAL ADVICE WITH REGARD TO ANY PARTICULAR SITUATION.  YOU ARE ADVISED TO CONTACT AN ATTORNEY IMMEDIATELY TO DISCUSS THE APPLICATION OF THE EMPLOYMENT LAWS AFFECTING THE STATE OF TEXAS TO YOUR SITUATION.