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    How to write a chronology of events

    how to write a chronology of events

    5 Examples Of Chronological Order

    A chronology is a list of everything that happened in date order from the earliest to the most recent. If you write a chronology, you do not need to give it to anyone. You can use your chronology to help you organise your thoughts when you are telling the employer . Preparing a Chronology This chronology is confidential. This chronology is made exclusively for your attorneys. This, as well as everything Put everything in order by the date it happened. If you cannot remember the exact date, try to put down the month and Identify people by their full names.

    Department of Justice is now the Department of Communities and Justice. A chronology is a list of everything that happened in date order from the earliest to the most recent. If you write a chronology, you do not need to give it to anyone. You can use your chronology to help you organise your thoughts when you are telling the employer and the conciliator your side of the story at conciliation.

    You may be trying to access this site from a secured browser on the server. Please enable scripts and reload this page. Back to Top. It looks like your browser does not have JavaScript enabled. Please turn on JavaScript and try again. LawAccess NSW. Need legal help? Making an unfair dismissal application Making an unfair dismissal application - Step teach me how to dougie free mp3 step guide The employer's response to your application Conciliation Going to conciliation - Step by step guide How to write a chronology Currently selected Preparing for conciliation - Step by step guide Hearing Checklist: Making an unfair dismissal application Directions Evidence How to write a witness statement How to write an outline of submissions Preparing for the hearing - Step by step guide Presenting your case at the hearing - Step by step guide The decision Costs Going to the Fair Work Commission - Frequently Asked Questions.

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    Debt What's a debt? Contracts Gifts and private loans Loans and credit cards Electricity, gas, water and phone bills Sample letter to utility provider Making a claim Identify evsnts other party Letter of demand Sample letter of chrronology - debt 1 Sample letter of demand - debt 2 Responding to a claim Responding to a letter of demand Sample letter asking for more information - debt Sample response to a letter of demand - debt 1 Sample response to a letter of demand - debt 2 Resolving your dispute Negotiation Mediation Put it in writing Sample terms of settlement - debt Resolving your dispute with the bank Going to court Should you go to court?

    Local Court how to make a mrs lovett costume General Division Flowcharts Making a claim - flowchart Responding to a claim - flowchart Loans and credit card debts - flowcharts Frequently Asked Questions Car accidents What to do after an accident Injuries Reporting the accident to the police Exchanging details Who is responsible? Fault Owners and drivers Driving for work Driving for work when you are an employee or independent cgronology Taxis, buses and trucks Hire cars Bikes Accidents involving animals Evidence Evidence about fault Evidence about damage and losses Getting repair quotes Making wfite claim Identifying the other party Insurance Letter of demand Responding tk a claim Responding to a letter of demand Settling your dispute Negotiation Mediation Insurer - dispute resolution Put it in writing Going to court Should you go to court?

    Making a claim Identify the other party Letter of demand Sample letter of demand - goods Responding to a claim Responding to a letter of demand Sample request for more information - goods Sample response to a letter of demand Resolving your dispute Negotiation Mediation Put it in writing Sample terms of settlement Going to court Should you go to court?

    Starting your case Completing a statement of claim Finding and naming the defendant Working out pre-judgment interest Serving the statement of claim Checklist - starting your case Completing an amended statement of claim During your case The defendant's response Default judgment Pre-trial review The hearing The decision Settling your case Terms of settlement Consent judgment or order Stopping your case After court Appeals and reviews Working out post-judgment interest Being paid in instalments Enforcement Enforcing NCAT orders Enforcing interstate judgments Is someone chasing you for money or goods?

    Responding to a statement of claim What can they claim? If you agree Asking for more information External dispute resolution Filing a defence Moving the case to a different court Filing a cross claim What if you do nothing? Fines and young people Multiple fines Naming the what is the baggage allowance for spicejet responsible Asking for a review Paying the fine Consequences of paying a fine Applying for a Work and Development Order Requesting a fine reduction Electing to go to court What if I do nothing?

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    Who should pay? What type of fence? Where should the fence go? Urgent fencing work Talk to your neighbour Finding your neighbour How to talk to your neighbour Agreement in writing Enforcing an agreement Cannot agree? Flowcharts Building, fixing or replacing a fence? Unfair dismissal What is unfair dismissal? Was it a dismissal? Was it unfair? Can a redundancy be an unfair dismissal? Was your employer a small business? What can you do? What is unfair dismissal?

    Time limits Are you an employee or contractor? Are you a casual employee? How long have you been employed? Do you earn too much? Can you apply? Wages, leave and other workplace rights Union activities Discrimination How to stop pubic hair growth because of illness or eevnts Sham contracting arrangements What are general protections? Time limits Can you apply? What am I entitled to?

    Wages Leave Superannuation Payment in lieu of notice Redundancy pay What if my entitlements are not paid? Talk to your employer What if my employer srite pay me? Middle Panel Content Area 3. What should you include? Here are some of the things you should put in your chronology. If you had a contract, the date it was signed. The date you started work. The dates of any performance meetings or complaints.

    The dates of any how to write a chronology of events, emails or anything else you were given or told about your performance by your employer. The dates of any letters, emails or other correspondence you sent to your employer. The how to download apps on blackberry bold 9700 of any conversations where you raised issues with your supervisor or employer, or they raised issues with you.

    The details of anyone else for example a co-worker who was present for relevant conversations or events that can confirm your version of what happened. The date you were told that you were or would be dismissed. Dates of other events that you think were related to your dismissal. For example, any workplace incidents or disagreements with your employer. Middle Panel Content Area 4. Bottom Panel Area. Copyright tk Disclaimer. Website accessibility.

    5 Examples of Chronological Order

    A chronology provides the background and progress to date of any item which has (or is obviously going to have) a history. It's updated after every discussion, and for any item which moves from one committee to another should be passed from Executive Officer to Executive Officer electronically. Write Email with a Clear Chronology of Events to Keep It Short and Readable. Harvard Business Review suggests you lay out your emails much like a story with a clear chronology of events. SAMPLE CHRONOLOGY REPORT CHRONOLOGY OF MEDICAL EVENTS FOR L.M. Attorney Work Product Date/Time Source Facts Notes 6/1/00 Dental Records, Dr F., DDS treatment notes and consent form Mr. M. signed a patient consent for use and disclosure of protected health information. Dental work done by Dr F, DDS included an extraction ofFile Size: KB.

    We often use the chronology in preparing a draft Complaint to be filed with the Court, and in preparing responses to questions asked by the defendant in discovery. Please remember that it is important to be as complete as possible — strong points and weak points — to allow us to provide you with the most effective representation possible. Plan or similar document ; try to describe the emotional distress you have suffered this may include how it has affected your life, family, self-esteem, financial concerns, etc.

    You have a duty to mitigate your damages. Please describe fully your efforts to become reemployed. Try to keep copies of your resume, letters sent or received, copies of the specific advertisements and lists of places you sent your resume or employment application. Be very careful to be completely accurate on your resume and employment applications.

    Include anything else you think may be relevant to your case, including comparisons to how others were treated, illegal activities of the company, etc. Include anything in your past history that may cause you concern, may be relevant to your current claims or you otherwise feel you should let us know. For example, if you have alleged discrimination or other claims against a previous or the same employer; if you have been terminated prior to this; if you have ever been warned about conduct similar to that conduct which allegedly gave rise to your termination; if you have ever been involved in a lawsuit before as plaintiff or defendant ; if you have a criminal record; or if you have been the victim of sexual or physical abuse or other crimes, include this information.

    Because you will be claiming emotional and physical distress, the defendant may be entitled to obtain copies of your medical and psychological records there is no doctor-patient privilege recognized in Virginia. Please list the names, addresses, type of doctor or therapist and dates of treatment for the past 15 years.

    Gathering Documents Please try to pull together all documents relating in any way to your employment even if you think it is not relevant, it may be.

    This includes any employee handbooks or policies, letters, memos, charts, work product and the like. Also include your resume, your W-2s for the past 3 years, copies of your pay stubs if you have become recently re-employed, a copy of your last pay stub, copies of unemployment or disability checks, awards, certificates, plaques, bonus checks, stock grants, options agreements, stock plans, benefit statements, K or pension statements, contracts, confidentiality agreements, newsletters, corporate financial statements, annual reports, performance evaluations, pictures, videotapes, computer disks, directories and anything else you can think of.

    In this age of electronics, computers and emails, it is critical that you thoroughly search all computer data bases you have legal and appropriate access to, to ensure you have printed out, or copied, all relevant documents. In the event you have sent or received emails from your work email address, it is highly likely the employer will be able to access and print all of these emails prior to or during the course of litigation. It is far better for you to have copied and reviewed these in advance, and provided them to counsel, than to be surprised by something later in the litigation.

    Please be sure to be thorough and inclusive. It will not help you to withhold any documents you believe may be harmful to your case or cast you in a poorer light. Any negative documents or information will harm you far less if it is known upfront, than discovered at some later point.

    We prefer to keep the originals during the course of the litigation, as the Courts may require the original to be available for review under certain circumstances. Please bring in all of the documents at your earliest possible convenience. Where you have tapes, computer disks, or other electronic data, please be sure to provide us with a good copy, while retaining one for your records. Once the litigation starts, it moves quickly and we will be better able to assist you if we have the documents early.

    If you need copies of any of the documents, make copies before you bring them to us, or call us and we will help you locate and copy any as the need arises. Preparing a Chronology and Gathering Documents. This chronology is confidential. This chronology is made exclusively for your attorneys. This, as well as everything else you discuss with your attorney, is privileged from disclosure only if you do not show or share this information with anyone else.

    Then it is considered a waiver, which has very serious implications. Guard all information written and verbal exchanged with your attorney carefully! Put everything in order by the date it happened. If you cannot remember the exact date, try to put down the month and year. If you are not sure what month something happened, try to identify whether it happened before or after some other incident in the chronology.

    Identify people by their full names whenever possible, and include their job titles if you know them. If more than one company is involved, identify their employer. Start from the beginning when you were first hired, and include your job title and the name of your supervisor.

    If you were hired by one company, which was then bought by or merged with another company, give the names of both companies and include the change of ownership in the chronology. Include any written or verbal performance reviews you may have had. Include any other ways that your employer evaluated how well you were doing your job for example achieving sales goals, letters of criticism or congratulations, audits, etc.

    Include any raises or bonuses that you received, stock options or grants, or other monetary forms of recognition of achievement. Include any awards or special recognition that you earned. If you were ever disciplined such as demoted or suspended include the details of why you were disciplined.

    If there was a change in the people who worked around you, or the person who was your supervisor, include that, and any changes that happened as a result of this personnel change.

    If you changed jobs within the company, either a promotion or a lateral move identify the new job title and explain how you obtained the new job filled out an application form, interview, recommendation, etc. Include any incidents where you believed you were treated unfairly or differently because of your sex, your race, your religion, or a disability, or in retaliation because you complained of discriminatory treatment or sexual harassment. Be very specific as to when you complained, to whom and the result.

    Where possible, include as specifically as possible the language used, the names and positions held by the persons involved and any witnesses, and any actions taken by anyone involved. Include any other evidence of discrimination, harassment, retaliation, or violations of law. This includes any jokes or comments by supervisors or co-workers which were offensive to you and any behavior which was offensive. Describe any effects these incidents had on your job performance and your personal life.

    Make sure to include any complaint or other response you made about these acts. Be as detailed as possible about the events which are the reason for your lawsuit such as specific acts of harassment, or being terminated.

    Include a list of witnesses, both favorable and unfavorable. Indicate whether you believe each witness will cooperate with your counsel. Pay Invoice.

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