Record the specific action being examined: a schedule change, discipline, altered duties, pay change, denied opportunity, termination, or another documented event. Describe what changed and when, without using a legal label as a substitute for the underlying facts.
Start with the source#
Where comparisons are relevant, identify both similarities and differences. Job responsibilities, supervisors, time periods, qualifications, performance records, available information, and stated reasons may differ. Use coded identifiers and lawfully obtained sources rather than collecting private coworker information through self-help.
Working table#
Print this page or reproduce the blank table in a private document. Use “unknown” where the record does not answer a question. The dashes are intentional blank fields, not findings.
| Action ID | Before/after condition | Decision source and stated reason | Comparator code | Material similarities | Material differences/contrary evidence |
|---|---|---|---|---|---|
| — | — | — | — | — | — |
| — | — | — | — | — | — |
| — | — | — | — | — | — |
| — | — | — | — | — | — |
How to use the record#
Prepare a comparison only after defining the event and the question it is intended to illuminate. Preserve inconsistent accounts and record why a difference may matter. If the necessary comparator information is unavailable, leave it unknown; do not convert rumor or a partial personnel record into a complete comparison.
Limits and contrary evidence#
Different treatment alone does not determine unlawful discrimination or retaliation. A comparator does not have to be described as identical for a record to be worth examining, but meaningful differences must not be hidden. This worksheet does not select the legal test or allocate a burden of proof.
Review questions#
- What precisely changed for the person concerned?
- Are the compared decisions from the same period and decisionmaking context?
- Which differences offer a plausible alternative explanation?
Related worksheets#
Private use of completed worksheets. This page is a blank organizing aid, not a place to submit records. Keep completed versions and identifying attachments private. Use only information you are authorized to possess and share. Do not post patient, personnel, witness, or privileged material.
This worksheet does not provide legal advice, calculate a deadline, determine a claim, assess clinical care, or replace professional review. It is not an emergency reporting channel.
Important legal-information notice#
KPSGILL.com is not a law firm. No one at KPSGILL.com is a lawyer, and no person associated with the website provides legal advice through these Roadmaps.
The CFMG–Wellpath Claims & Accountability Roadmaps are provided for general educational, research, public-interest, and informational purposes. They explain legal concepts, statutes, cases, procedural issues, evidence considerations, and publicly available records in general terms.
Nothing on KPSGILL.com creates an attorney-client relationship. Reading the website, using a worksheet, following a Roadmap, sending information to the website, or communicating with anyone associated with KPSGILL.com does not make that person your lawyer and does not create attorney-client privilege or confidentiality.
The Roadmaps do not determine whether any particular person has a valid legal claim, who should be sued, what claims should be brought, what defenses apply, what a case is worth, or when an individual filing deadline expires.
Laws, regulations, court decisions, procedural rules, and filing deadlines can change and can depend upon facts, jurisdiction, custody status, employment status, the identity of the parties, and other circumstances. A general limitation period or procedural rule described on this website should never be treated as a calculation of an individual's actual deadline.
Anyone considering a legal claim, responding to a lawsuit, facing a filing deadline, deciding whether to preserve or disclose records, or making another decision with legal consequences should consult a qualified licensed attorney in the appropriate jurisdiction.
Primary sources should be reviewed independently. Where a Roadmap discusses CFMG, Wellpath, counties, clinicians, employers, or other entities, the discussion should not be understood as establishing liability merely because an entity or legal theory is discussed.