Turn every workplace incident into undeniable, exhibit-ready evidence.
Your clients experience discrimination, retaliation, and hostile conditions in real time — but by the time they reach your office, critical details have faded and employer HR departments have already documented their version of events. Affiant captures contemporaneous, structured, privilege-protected evidence from day one.
Employment cases depend on proving a pattern of conduct and its impact on your client's life — evidence that lives inside daily experience and disappears every day it goes undocumented. Affiant gives your clients attorney-directed surveys and guided journals that capture who said what, when, who witnessed it, and how it affected them — all timestamped, privilege-protected, and ready to become the exhibits that change mediation dynamics.
Document retaliation chains before employer narratives solidify.
Your client files an internal complaint or engages in protected activity — and within days, the employer begins constructing a paper trail of "performance issues" that conveniently postdates the protected conduct. By litigation, the employer's version is documented and your client's is a fading memory.
- Protected activity documentation. The moment your client reports discrimination, files an EEOC charge, requests FMLA leave, or blows the whistle, they log it with who, what, when, and how. Timestamped entries that predate and contextualize everything the employer documents after.
- Employer response tracking. Every shift in treatment, every cold shoulder from management, every sudden "coaching" session or PIP is captured contemporaneously. The causal connection between protected activity and adverse action builds itself.
- Adverse action chains. Termination, demotion, transfer, schedule changes, exclusion from meetings — each event logged with dates, witnesses, and context that maps directly to your retaliation claim elements.
- Attorney-directed and privilege-protected. You control the surveys and prompts. This is a litigation tool under your direction, not a client diary. Entries cannot be viewed retroactively by the client, eliminating tailoring concerns.
Document the pattern of conduct courts require — incident by incident.
Title VII and state equivalents demand that harassment be "severe or pervasive." A single incident rarely suffices. You need a documented pattern over time, captured with specificity that survives cross-examination.
- Incident-by-incident documentation. Each event captured with who said/did what, when, where, who witnessed it, whether it was reported, and to whom. The granularity that transforms "it happened all the time" into an undeniable timeline.
- Escalation tracking. The pattern becomes visible: frequency increases, severity worsens, management awareness grows but response doesn't. This is the narrative that satisfies the "pervasive" standard.
- Multimedia evidence of hostile conditions. Photos of offensive materials posted in the workplace, screenshots of harassing messages, documentation of degrading conditions — all timestamped and preserved before the employer sanitizes the environment once litigation begins.
- Witness identification at each event. Clients identify witnesses while memories are fresh, giving you a deposition witness list built from contemporaneous records rather than months-later reconstruction.
Build a documented record of ongoing distress that transforms settlement negotiations.
Emotional distress damages are where employment cases reach their full value — often exceeding economic damages in wrongful termination, harassment, and retaliation claims. Juries are skeptical of reconstructed testimony. They believe documented, contemporaneous evidence.
- Sleep disruption and anxiety tracking. Daily entries capture insomnia, nightmares, panic attacks, and hypervigilance as they happen — not as reconstructed testimony. A three-month chart showing escalating sleep loss is more powerful than any expert witness.
- Relationship and social impact. Marital tension, withdrawal from children, loss of friendships, social isolation, inability to enjoy activities — the ripple effects of workplace hostility documented in real time.
- Loss of professional identity. Imposter syndrome, fear of applying to new positions, erosion of confidence, dread of going to work — career damage that extends far beyond lost wages.
- Physical manifestations. Headaches, GI issues, weight changes, hair loss, skin conditions — somatic symptoms logged daily and corroborated with treatment records.
- FMLA interference linkage. Connect employer conduct to medical leave needs, building the record that links workplace hostility to health consequences.
Documented proof of every failed internal complaint.
In harassment and hostile work environment cases, the employer's strongest card is Faragher-Ellerth: "We had a policy, the employee didn't use it, or we responded reasonably." This defense collapses when you produce contemporaneous documentation of every complaint and every time the employer ignored it.
- Every internal complaint documented. What was reported, to whom, when, in what format (verbal, email, HR portal), and what the employer's response was. Contemporaneous records that are devastating to the "reasonable care" prong.
- Employer inaction logs. When the employer does nothing, that silence is documented too. Days, weeks, months of no response to reported harassment — all timestamped.
- Retaliation following complaints. When reporting harassment leads to adverse treatment, the sequence is captured: complaint, employer response (or non-response), retaliatory conduct. This simultaneously undermines the affirmative defense and builds a standalone retaliation claim.
- Whistleblower reporting chains. For Sarbanes-Oxley, Dodd-Frank, and state whistleblower claims, the same documentation structure captures protected disclosures, reporting channels used, and subsequent employer conduct.
Preserve evidence discreetly while your client is still working for the defendant.
Employment law has a challenge no other practice area faces: your client is often still employed by the opposing party, gathering evidence inside the defendant's workplace. The evidence tool must be invisible, fast, and privilege-protected.
- Discreet mobile app. Entries completed in minutes during a break, on the commute home, or before bed. Nothing on the client's phone reveals case strategy or attorney communications.
- Attorney-directed documentation. You control what clients are asked, when, and how. This is a litigation tool operating under your direction and supervision, strengthening privilege protection.
- Forward-only entries. Clients cannot view, edit, or delete prior submissions. This eliminates tailoring concerns and preserves the contemporaneous nature of the record — opposing counsel cannot argue entries were revised to match later developments.
- Multiple input modes. A warehouse worker on break records a 60-second voice entry that AI processes into structured data. A manager at home writes a detailed text journal. Both produce the same legally relevant, organized evidence.
- Guided, structured prompts. Clients never face a blank page. Attorney-designed surveys capture who/what/when/witnesses/reporting without overwhelming someone already under workplace stress.
Preserve photos, audio, and video evidence before the employer sanitizes the workplace.
Once litigation begins — or once an EEOC charge is filed — employers clean up. Offensive posters come down. Harassing text threads get deleted. Affiant ensures your client captures it first.
- Hostile communications preserved with metadata. Screenshots of threatening emails, discriminatory text messages, offensive group chat messages — captured with timestamps, organized chronologically, and linked to specific incidents.
- Workplace condition documentation. Photos of racist or sexist materials, unsafe conditions, ADA-inaccessible facilities, or degrading work environments. Timestamped evidence the employer cannot retroactively deny existed.
- Audio and video journals. For clients who struggle with written expression or need to capture emotional weight, AI-processed voice and video entries are transcribed, tagged, and organized automatically.
- Physical symptom evidence. Images and video documenting stress-related hair loss, weight changes, skin conditions, or other visible manifestations of workplace hostility — visual evidence that corroborates emotional distress claims.
- All multimedia AI-processed. Audio and video journals are transcribed, tagged, organized, and linked to relevant timeline entries. Your team spends time on case strategy, not file management.
Claim-specific documentation workflows from wrongful termination to wage theft.
Affiant includes structured workflows tailored to the full range of employment claims your firm handles — each capturing the specific elements and documentation that claim type demands.
- Wrongful termination. Document the pretextual nature of employer justifications in real time. Capture positive performance reviews, praise, and successful projects alongside the employer's sudden discovery of "performance issues" that follow protected activity.
- Title VII discrimination. Structured surveys capture comparator evidence, differential treatment incidents, and discriminatory remarks across race, color, religion, sex, and national origin.
- ADA violations. Document every accommodation request, the employer's response or silence, interactive process failures, and the daily impact of denied accommodations.
- ADEA age discrimination. Capture age-related comments, patterns of marginalization, evidence of younger replacements, and the timeline of exclusion that precedes termination.
- Wage and hour disputes. Daily time and task logging captures off-the-clock work, missed meal and rest breaks, and misclassification evidence in real time.
- FMLA interference and retaliation. Link leave requests to adverse employment actions with timestamped entries documenting every step.
- Whistleblower retaliation (SOX/Dodd-Frank). Preserve the timeline from protected disclosure through every retaliatory act.
AI pattern detection that surfaces corroboration, gaps, and red flags across the client record.
Weeks or months of daily client entries contain patterns that no associate reviewing a file at 2 AM will catch. Affiant's AI works under privilege to surface what matters — and flag what could hurt you — before deposition or trial.
- Corroboration detection. AI identifies when separate entries, logged days or weeks apart, corroborate each other: a discriminatory comment in week 2 connects to a policy change in week 6 that disproportionately affected your client.
- Timeline gap identification. When a client stops documenting, the system flags it. You address the gap proactively, not when opposing counsel points it out at deposition.
- Retaliation pattern alerts. When entries suggest an escalating sequence of adverse actions following protected activity, the system alerts your team to intervene with preservation demands or emergency motions.
- Red flag monitoring. AI identifies potentially problematic entries — inconsistencies with prior entries or statements that need context — so you can address them proactively.
- AI-generated case summaries by claim type. Weeks of entries distilled into structured narratives organized by discrimination, retaliation, hostile environment, emotional distress, and wage/hour — ready for deposition prep or motion practice.
Exhibits that change mediation dynamics and trial presentation.
Employment mediations too often devolve into credibility contests. Affiant's exhibits present organized, timestamped, contemporaneous evidence that makes the conduct undeniable — shifting the conversation from what happened to what it's worth.
- Incident timelines. Every workplace event organized chronologically with dates, descriptions, witnesses, and reporting. A visual narrative that makes the pattern of conduct impossible to deny.
- Retaliation pattern documentation. Protected activity mapped against adverse actions on a timeline that makes the causal connection self-evident.
- Emotional distress summaries. Daily sleep, anxiety, relationship impact, and physical symptom data compiled into narrative and visual format — the documented impact that drives emotional distress damages.
- Sleep/anxiety/disruption charts. Visual representations of the daily toll over weeks and months. A chart showing 90 days of escalating sleep disruption is worth more than any expert's opinion.
- Failed complaint documentation. Every internal report, every employer non-response, organized to systematically dismantle the Faragher-Ellerth defense.
- Finished PDF exhibits ready in moments. Generated directly from the evidence record, formatted for mediation binders, motion exhibits, or trial presentation. No more staff spending 40 hours organizing a chronology from scattered notes.
Your client is experiencing retaliation or emotional distress right now. Start capturing it before it’s too late.
The employer's HR department is documenting their version today. Your client's memory of what really happened is fading today. The hostile work environment evidence is being sanitized today. Affiant captures it all — retaliation sequences, hostile environment patterns, emotional distress damages, failed internal complaints, and multimedia proof — contemporaneous, structured, and exhibit-ready. No minimums. Usage-based pricing. 30-day money-back guarantee.