30 Claude Prompts for BambooHR

You are a people operations manager who designs onboarding workflows inside BambooHR. <context> A new hire is starting soon and I need a 30 60 90 day onboarding checklist I can turn into a BambooHR onboarding task list. </context> <inputs> - Role title: [ROLE TITLE] - Department: [DEPARTMENT NAME] - Manager name: [MANAGER NAME] - Key tools they need access to: [TOOL LIST] - Success milestone at 90 days: [SUCCESS MILESTONE] </inputs> <task> Build a 30 60 90 day onboarding checklist for a [ROLE TITLE] in [DEPARTMENT NAME], broken into weekly tasks for the first 30 days and monthly themes for days 31 through 90, ending at the [SUCCESS MILESTONE] milestone. </task> <constraints> Each task must be a single concrete action, not a vague goal like "get up to speed." Include who owns each task, either the new hire, the manager, or HR. Keep the full list under 40 line items so it fits cleanly as BambooHR onboarding tasks. </constraints> <format> Return as a table with columns: Day or Week, Task, Owner. Group rows under headers Days 1 to 30, Days 31 to 60, Days 61 to 90. </format>

You are a people operations manager who designs onboarding workflows inside BambooHR. <context> BambooHR can trigger automated emails during onboarding and I want a short sequence a new hire receives before and during their first week. </context> <inputs> - Company name: [COMPANY NAME] - Start date: [START DATE] - First day logistics: [ADDRESS, PARKING, OR REMOTE LOGIN DETAILS] - Buddy or mentor name: [BUDDY NAME] - Dress code or first day expectation: [DRESS CODE OR EXPECTATION] </inputs> <task> Write a three email sequence for BambooHR's onboarding email automation: one sent one week before start, one sent the day before start, and one sent at the end of day one. </task> <constraints> Each email under 150 words. Warm but not overly casual tone. Include the [BUDDY NAME] introduction in the pre start email. Do not include any information you were not given, leave a bracketed placeholder instead of inventing details. </constraints> <format> Return as three labeled sections: Email 1 (One Week Before), Email 2 (Day Before), Email 3 (End of Day One), each with a Subject line and Body. </format>

You are a people operations manager who designs onboarding workflows inside BambooHR. <context> Managers often forget to prepare before a new hire's start date, so I want a short prep checklist to assign the manager as a BambooHR task ahead of time. </context> <inputs> - Manager name: [MANAGER NAME] - New hire role: [ROLE TITLE] - Equipment ordering lead time: [LEAD TIME, E.G. 2 WEEKS] - Team size the new hire will join: [TEAM SIZE] - First week 1:1 cadence: [CADENCE, E.G. DAILY 15 MINUTES] </inputs> <task> Create a manager prep checklist covering everything [MANAGER NAME] should do before and during the first week of the [ROLE TITLE] new hire's start, including equipment, introductions, and the 1:1 cadence. </task> <constraints> Under 20 checklist items. Order items by deadline, earliest first, starting from [EQUIPMENT ORDERING LEAD TIME] before the start date. Do not include tasks that belong to HR rather than the manager. </constraints> <format> Return as a checklist with checkboxes, each line formatted as "[ ] Task, due by X." </format>

You are a people operations manager who designs onboarding workflows inside BambooHR. <context> We need a training plan outline for a new role that does not yet have a standard onboarding path in BambooHR. </context> <inputs> - Role title: [ROLE TITLE] - Core skills needed: [SKILL LIST] - Existing training materials: [LIST OF MATERIALS OR NONE] - Time to full productivity target: [NUMBER OF WEEKS] - Shadowing available from: [TEAM MEMBER NAME OR ROLE] </inputs> <task> Draft a training plan outline for a [ROLE TITLE] that sequences the core skills [SKILL LIST] over [NUMBER OF WEEKS] weeks, including where shadowing [TEAM MEMBER NAME OR ROLE] fits in. </task> <constraints> Sequence skills from foundational to advanced, not alphabetically. Note where existing materials from [EXISTING TRAINING MATERIALS] can be reused versus where new material needs to be created. Keep each week's focus to no more than 3 skills. </constraints> <format> Return as a week by week outline, one paragraph per week, each starting with "Week N:" followed by the focus skills and shadowing activity. </format>

You are a people operations manager who designs onboarding workflows inside BambooHR. <context> A departing employee is handing off to a new hire and I need a structured handoff summary for the incoming person's onboarding packet. </context> <inputs> - Departing employee role: [ROLE TITLE] - Key ongoing projects: [PROJECT LIST] - Recurring meetings owned: [MEETING LIST] - Access or accounts to transfer: [ACCOUNT LIST] - Overlap period length: [NUMBER OF DAYS OR NONE] </inputs> <task> Write a handoff summary document for the new hire covering the ongoing projects, recurring meetings, and accounts they will inherit from the departing [ROLE TITLE], noting anything that has no overlap coverage. </task> <constraints> Under 350 words. Flag clearly which items have zero overlap period and therefore carry a knowledge gap risk. Do not speculate about why the employee is leaving, focus only on operational continuity. </constraints> <format> Return with three headed sections: Ongoing Projects, Recurring Meetings, Accounts and Access, followed by a short Risk Flags list. </format>

You are a performance management specialist who builds review templates for use inside BambooHR's performance module. <context> I need a quarterly performance review template that managers can fill out consistently across the team in BambooHR. </context> <inputs> - Role level covered: [ROLE LEVEL, E.G. INDIVIDUAL CONTRIBUTOR] - Core competencies to rate: [COMPETENCY LIST] - Rating scale: [SCALE, E.G. 1 TO 5] - Goals framework used: [FRAMEWORK, E.G. OKRS OR SMART GOALS] </inputs> <task> Build a quarterly performance review template with rating sections for each of [COMPETENCY LIST] on the [RATING SCALE] scale, a goals review section aligned to [GOALS FRAMEWORK USED], and open text fields for strengths and growth areas. </task> <constraints> Each competency needs a one sentence definition so raters interpret it consistently. Avoid vague rating anchors like "good" or "excellent" alone, describe what each rating level looks like in one phrase. Keep the whole template short enough to complete in under 20 minutes. </constraints> <format> Return as a structured template with sections: Competency Ratings (table with Competency, Definition, Rating), Goals Review, Strengths, Growth Areas. </format>

You are a performance management specialist who builds review templates for use inside BambooHR's performance module. <context> Managers are inconsistent in how they rate performance during calibration and I want short guidance notes to distribute before the session. </context> <inputs> - Rating scale: [SCALE, E.G. 1 TO 5] - Common rating bias observed: [BIAS, E.G. CENTRAL TENDENCY OR RECENCY] - Team size going through calibration: [TEAM SIZE] - Calibration session length: [SESSION LENGTH] </inputs> <task> Write manager guidance notes for a calibration session that address the [COMMON RATING BIAS OBSERVED] bias directly, explain how to use evidence rather than impression when rating on the [RATING SCALE] scale, and set expectations for the [CALIBRATION SESSION LENGTH] session. </task> <constraints> Under 350 words. Use concrete examples of evidence based versus impression based rating language. Do not shame or call out any specific manager's past behavior, keep it forward looking. </constraints> <format> Return as a one page guidance memo with sections: Why Calibration Matters, Avoiding [COMMON RATING BIAS OBSERVED], Using Evidence, Session Ground Rules. </format>

You are a performance management specialist who builds review templates for use inside BambooHR's performance module. <context> I need a structured performance improvement plan template for a manager to use with an underperforming employee, for HR and legal to review before it is issued. </context> <inputs> - Role title: [ROLE TITLE] - Performance gap area: [GAP AREA, E.G. MISSED DEADLINES] - Plan duration: [PLAN DURATION, E.G. 30 60 90 DAYS] - Support offered: [SUPPORT, E.G. TRAINING OR MENTORING] - Check in cadence: [CHECK IN CADENCE] </inputs> <task> Draft a performance improvement plan template for the [GAP AREA] gap over a [PLAN DURATION] period, including specific measurable expectations, the [SUPPORT OFFERED] support provided, and the [CHECK IN CADENCE] check in schedule. </task> <constraints> Under 400 words. Expectations must be measurable, not subjective phrases like "try harder." State plainly that this draft must be reviewed by HR and legal before being issued to the employee, since PIP requirements and documentation standards vary by jurisdiction. Do not state or imply a termination outcome. </constraints> <format> Return as a draft with header "DRAFT: For HR and legal review before issuing" then sections: Performance Gap, Measurable Expectations, Support Provided, Check In Schedule, Next Steps. </format>

You are a performance management specialist who builds review templates for use inside BambooHR's performance module. <context> Employees write generic self reviews that do not give managers enough to work with, so I want better guided questions for the self review step in BambooHR. </context> <inputs> - Review period: [REVIEW PERIOD, E.G. Q3 2026] - Role level: [ROLE LEVEL] - Goals framework used: [FRAMEWORK, E.G. OKRS] - Number of questions wanted: [NUMBER OF QUESTIONS] </inputs> <task> Write [NUMBER OF QUESTIONS] self review questions for the [REVIEW PERIOD] cycle that push a [ROLE LEVEL] employee toward specific evidence and outcomes rather than general impressions, tied to their [GOALS FRAMEWORK USED] goals. </task> <constraints> Each question must ask for a specific example, number, or outcome, not an opinion. Avoid yes or no questions. Keep each question to one sentence. </constraints> <format> Return as a numbered list of questions, grouped under two headers: Goal Progress and Growth Areas. </format>

You are a performance management specialist who builds review templates for use inside BambooHR's performance module. <context> A performance review just wrapped up and I need to turn the manager's notes into a forward looking development plan for the employee. </context> <inputs> - Employee role: [ROLE TITLE] - Manager's review notes: [PASTE REVIEW NOTES] - Top strength identified: [STRENGTH] - Top growth area identified: [GROWTH AREA] - Next review date: [NEXT REVIEW DATE] </inputs> <task> Turn the manager's review notes into a one page development plan for the [ROLE TITLE] employee that builds on their [TOP STRENGTH] and sets two or three concrete actions to address [TOP GROWTH AREA] before [NEXT REVIEW DATE]. </task> <constraints> Under 300 words. Each action must be something the employee can start within two weeks. Do not restate the entire review notes verbatim, synthesize them. Avoid corporate cliches like "synergy" or "circle back." </constraints> <format> Return with sections: Strength to Build On, Growth Focus, Action Steps (numbered list), Next Check In Date. </format>

You are an HR analyst who turns raw BambooHR report exports into leadership ready summaries. <context> I exported a headcount report from BambooHR and need a short summary for our monthly leadership meeting. </context> <inputs> - Report data: [PASTE HEADCOUNT NUMBERS BY DEPARTMENT] - Comparison period: [PREVIOUS PERIOD, E.G. LAST QUARTER] - Notable hiring freezes or pushes: [FREEZE OR PUSH DETAILS OR NONE] - Audience: [AUDIENCE, E.G. EXECUTIVE TEAM] </inputs> <task> Summarize the headcount data in [REPORT DATA] into a short leadership update, calling out which departments grew or shrank versus [COMPARISON PERIOD] and connecting any change to [NOTABLE HIRING FREEZES OR PUSHES]. </task> <constraints> Under 200 words. Lead with the single most important number or trend, not a department by department list. Do not use any numbers not present in [REPORT DATA], if a comparison cannot be calculated say so instead of guessing. </constraints> <format> Return as a short memo with a one sentence headline finding, followed by 3 to 5 supporting bullet points. </format>

You are an HR analyst who turns raw BambooHR report exports into leadership ready summaries. <context> I have a turnover report from BambooHR and need to brief the leadership team on what is driving departures. </context> <inputs> - Turnover data: [PASTE TURNOVER NUMBERS BY DEPARTMENT OR TENURE] - Exit interview themes: [PASTE THEMES OR NONE COLLECTED] - Time period covered: [TIME PERIOD] - Industry benchmark, if known: [BENCHMARK PERCENTAGE OR UNKNOWN] </inputs> <task> Turn the [TURNOVER DATA] and [EXIT INTERVIEW THEMES] into a retention brief that identifies where turnover is concentrated over [TIME PERIOD] and what themes correlate with it, comparing to [INDUSTRY BENCHMARK] if provided. </task> <constraints> Under 300 words. Distinguish clearly between correlation from exit interview themes and confirmed causes, do not overstate certainty. If [EXIT INTERVIEW THEMES] is none collected, say the brief cannot identify causes and recommend starting exit interviews. </constraints> <format> Return with sections: Where Turnover Is Concentrated, Likely Contributing Themes, Recommended Next Step. </format>

You are an HR analyst who turns raw BambooHR report exports into leadership ready summaries. <context> I need to explain a compensation report from BambooHR to department managers who are not comp specialists, ahead of annual merit planning. </context> <inputs> - Compensation data summary: [PASTE COMP RANGES OR AVERAGES BY LEVEL] - Merit budget percentage: [BUDGET PERCENTAGE] - Departments included: [DEPARTMENT LIST] - Known compa ratio gaps: [GAP DETAILS OR NONE FLAGGED] </inputs> <task> Explain the [COMPENSATION DATA SUMMARY] to managers in [DEPARTMENT LIST] in plain terms, including what the [MERIT BUDGET PERCENTAGE] budget means for their team and highlighting [KNOWN COMPA RATIO GAPS] if any were flagged. </task> <constraints> Under 350 words. Avoid comp jargon like "compa ratio" without a one sentence plain language explanation the first time it is used. Do not recommend specific raise amounts for named individuals. </constraints> <format> Return as a briefing document with sections: What This Data Shows, What the Merit Budget Means for Your Team, Gaps to Watch. </format>

You are an HR analyst who turns raw BambooHR report exports into leadership ready summaries. <context> Open enrollment just closed and I have BambooHR participation data I need to summarize for the benefits vendor and internal leadership. </context> <inputs> - Enrollment data: [PASTE PARTICIPATION NUMBERS BY PLAN] - Total eligible employees: [NUMBER OF ELIGIBLE EMPLOYEES] - Prior year participation rate: [PRIOR YEAR RATE] - New plan offered this year: [NEW PLAN NAME OR NONE] </inputs> <task> Summarize [ENROLLMENT DATA] against [TOTAL ELIGIBLE EMPLOYEES] to show overall participation rate, compare it to [PRIOR YEAR PARTICIPATION RATE], and call out uptake of [NEW PLAN OFFERED THIS YEAR] if applicable. </task> <constraints> Under 250 words. Show the participation rate as a percentage and the raw count. Do not speculate about why participation changed unless a reason is given in the inputs. </constraints> <format> Return as a short report with a summary line, a table of Plan, Enrolled, Percent of Eligible, and one paragraph comparing to prior year. </format>

You are an HR analyst who turns raw BambooHR report exports into leadership ready summaries. <context> The board wants a diversity metrics update sourced from our BambooHR demographic reporting fields for the quarterly meeting. </context> <inputs> - Metrics data: [PASTE DEMOGRAPHIC BREAKDOWN BY LEVEL OR DEPARTMENT] - Comparison period: [PREVIOUS PERIOD] - Hiring pipeline data, if available: [PIPELINE DATA OR NOT AVAILABLE] - Board audience sensitivity notes: [ANY SENSITIVITY NOTES OR NONE] </inputs> <task> Summarize [METRICS DATA] for the board, comparing to [COMPARISON PERIOD] and including [HIRING PIPELINE DATA] context if available, in a factual and neutral tone appropriate for [BOARD AUDIENCE SENSITIVITY NOTES]. </task> <constraints> Under 300 words. Report figures neutrally without editorializing about whether numbers are good or bad. Do not make legal claims about compliance with any diversity related regulation, note that legal should review any public facing version of these figures. </constraints> <format> Return as a board memo with sections: Current Snapshot, Change Since [COMPARISON PERIOD], Pipeline Context, Note on External Use. </format>

You are an internal communications specialist who writes employee facing HR system announcements. <context> We are rolling out a new feature in BambooHR, such as a self service benefits tool, and I need to announce it to the whole company. </context> <inputs> - Feature name: [FEATURE NAME] - What it replaces: [OLD PROCESS OR NONE] - Rollout date: [ROLLOUT DATE] - Where employees can get help: [HELP CHANNEL, E.G. HR SLACK CHANNEL] </inputs> <task> Write a company wide announcement introducing [FEATURE NAME] in BambooHR, explaining what changes from [WHAT IT REPLACES], the [ROLLOUT DATE] start date, and where to get help via [HELP CHANNEL]. </task> <constraints> Under 200 words. Lead with what changes for the employee, not with internal project details. Avoid IT jargon, explain any acronym on first use. Include one clear call to action at the end. </constraints> <format> Return as an email with a Subject line and Body, body ending in a bolded single call to action line. </format>

You are an internal communications specialist who writes employee facing HR system announcements. <context> Open enrollment is closing soon and participation in BambooHR benefits elections is lower than expected, so I need a reminder push. </context> <inputs> - Enrollment deadline: [DEADLINE DATE AND TIME] - Current participation rate: [CURRENT PARTICIPATION RATE] - What happens if an employee misses the deadline: [CONSEQUENCE, E.G. DEFAULT TO PRIOR YEAR PLAN] - Where to enroll: [LINK OR SYSTEM NAME] </inputs> <task> Write a reminder message urging employees to complete benefits enrollment in [SYSTEM NAME] before [DEADLINE DATE AND TIME], stating plainly what happens if they miss it per [CONSEQUENCE]. </task> <constraints> Under 150 words. Do not use pressure tactics or exaggerate urgency beyond the real deadline. State the consequence factually, not as a threat. One sentence maximum per paragraph. </constraints> <format> Return as a short email with Subject line and Body, body no longer than 4 short paragraphs. </format>

You are an internal communications specialist who writes employee facing HR system announcements. <context> A policy is changing and managers need talking points before they field questions from their teams. </context> <inputs> - Policy that is changing: [POLICY NAME] - What is changing: [WHAT IS CHANGING] - Effective date: [EFFECTIVE DATE] - Anticipated tough question: [ANTICIPATED QUESTION] </inputs> <task> Write talking points for managers to use when their teams ask about the [POLICY NAME] change, explaining [WHAT IS CHANGING] effective [EFFECTIVE DATE], and include a suggested answer to the anticipated question "[ANTICIPATED QUESTION]". </task> <constraints> Under 250 words. Give managers a consistent, simple explanation rather than the full legal reasoning behind the change. Flag one thing managers should never say, such as promising exceptions to the new policy. </constraints> <format> Return with sections: What Is Changing, Why in One Sentence, Suggested Answer to Tough Question, What Not to Say. </format>

You are an internal communications specialist who writes employee facing HR system announcements. <context> We are transitioning part of the workforce back to office days and I need to announce it clearly to avoid confusion. </context> <inputs> - New office day requirement: [DAYS PER WEEK] - Effective date: [EFFECTIVE DATE] - Teams affected: [TEAM LIST OR ALL] - Exception request process: [EXCEPTION PROCESS, E.G. REQUEST TO MANAGER] </inputs> <task> Write an announcement explaining the new [DAYS PER WEEK] office requirement starting [EFFECTIVE DATE] for [TEAMS AFFECTED], including how employees can request an exception through [EXCEPTION PROCESS]. </task> <constraints> Under 250 words. State the requirement as a fact without over justifying it repeatedly. Include the exception process clearly rather than burying it. Avoid words like "mandate" that can read as combative, use "requirement" instead. </constraints> <format> Return as an email with Subject line and Body, body ending with a short FAQ of 2 questions. </format>

You are an internal communications specialist who writes employee facing HR system announcements. <context> We are launching an engagement pulse survey and I need an invitation that gets a real response rate, not one people ignore. </context> <inputs> - Survey length: [NUMBER OF MINUTES] - Anonymity level: [ANONYMOUS OR ATTRIBUTED] - Deadline to respond: [DEADLINE DATE] - What past feedback led to: [PAST EXAMPLE OF ACTION TAKEN OR NONE YET] </inputs> <task> Write a survey invitation asking employees to complete a [NUMBER OF MINUTES] minute engagement pulse survey by [DEADLINE DATE], stating the [ANONYMITY LEVEL] terms clearly and referencing [WHAT PAST FEEDBACK LED TO] to show feedback gets used. </task> <constraints> Under 150 words. Be honest about anonymity, do not overstate it if responses are attributed at the team level. If no past action example exists, do not fabricate one, instead say this is the first survey of its kind. </constraints> <format> Return as a short email with Subject line and Body, body ending with the survey deadline restated in bold. </format>

You are an HR compliance coordinator who builds recordkeeping processes around BambooHR's document storage features. <context> I need a tracking process for employment eligibility documents with expiration dates so nothing lapses unnoticed in BambooHR. </context> <inputs> - Document types to track: [DOCUMENT TYPES, E.G. WORK VISAS, CERTIFICATIONS] - Reminder lead time before expiration: [LEAD TIME, E.G. 60 DAYS] - Who is responsible for follow up: [ROLE OR PERSON] - Number of employees with tracked documents: [NUMBER OF EMPLOYEES] </inputs> <task> Build a tracking checklist and process for monitoring expiration on [DOCUMENT TYPES], with reminders starting [LEAD TIME] before expiration and follow up owned by [WHO IS RESPONSIBLE]. </task> <constraints> Under 300 words. Include what happens at each reminder interval, such as 60 days, 30 days, and the expiration date itself. State clearly that this process is an internal tracking aid and does not replace legal counsel on work authorization compliance. </constraints> <format> Return as a process document with sections: Documents Tracked, Reminder Schedule (table with Days Before Expiration, Action, Owner), Escalation if Missed. </format>

You are an HR compliance coordinator who builds recordkeeping processes around BambooHR's document storage features. <context> We need a data retention schedule for personnel files stored in BambooHR so we are not keeping records longer than necessary or deleting them too soon, for legal to review. </context> <inputs> - Record types: [RECORD TYPES, E.G. APPLICATIONS, PERFORMANCE REVIEWS, PAYROLL] - Jurisdiction: [STATE OR COUNTRY] - Current practice, if any: [CURRENT PRACTICE OR NONE FORMALIZED] - Storage system: [SYSTEM NAME, E.G. BAMBOOHR] </inputs> <task> Draft a retention schedule proposal listing suggested retention periods for [RECORD TYPES] stored in [STORAGE SYSTEM], noting where [JURISDICTION] requirements likely set a minimum retention period. </task> <constraints> Under 400 words. Present retention periods as a starting proposal, not confirmed legal minimums, since exact requirements vary by record type and jurisdiction and change over time. State clearly this draft must be verified against current [JURISDICTION] law by legal before adoption. </constraints> <format> Return as a draft with header "DRAFT PROPOSAL: For legal verification, not a compliance guarantee" then a table with columns Record Type, Suggested Retention Period, Rationale. </format>

You are an HR compliance coordinator who builds recordkeeping processes around BambooHR's document storage features. <context> We are doing a periodic audit of who has access to sensitive fields in BambooHR and I need to summarize the findings. </context> <inputs> - Access list data: [PASTE LIST OF USERS AND PERMISSION LEVELS] - Expected access list: [WHO SHOULD HAVE ACCESS] - Audit date: [AUDIT DATE] - Sensitive fields in scope: [FIELD LIST, E.G. SALARY, SSN] </inputs> <task> Compare [ACCESS LIST DATA] against [EXPECTED ACCESS LIST] for the [AUDIT DATE] audit of [SENSITIVE FIELDS IN SCOPE], and summarize any mismatches such as former employees retaining access or access broader than the role requires. </task> <constraints> Under 300 words. List mismatches specifically, do not generalize with phrases like "some issues were found." If no mismatches exist based on the inputs given, state that clearly rather than inventing a finding. </constraints> <format> Return as an audit summary with sections: Audit Scope, Mismatches Found (bulleted, one per line), Recommended Corrections. </format>

You are an HR compliance coordinator who builds recordkeeping processes around BambooHR's document storage features. <context> We need a consistent template for documenting workplace incidents in employee files so records are complete if ever reviewed later. </context> <inputs> - Incident category: [CATEGORY, E.G. CONDUCT COMPLAINT, SAFETY INCIDENT] - Reporting party role: [ROLE, E.G. MANAGER OR HR] - Required fields per company practice: [REQUIRED FIELDS OR STANDARD SET] - Retention location: [RETENTION LOCATION, E.G. BAMBOOHR CONFIDENTIAL FILES] </inputs> <task> Draft a documentation template for recording a [INCIDENT CATEGORY] incident, to be completed by [REPORTING PARTY ROLE] and stored in [RETENTION LOCATION], including the fields in [REQUIRED FIELDS PER COMPANY PRACTICE]. </task> <constraints> Under 300 words. Fields should capture facts and direct observations, with a separate field for actions taken, keeping opinion and fact visibly separated. Note that how incidents must be documented for legal defensibility can vary by jurisdiction and this template should be checked by legal. </constraints> <format> Return as a fillable template with labeled fields, not prose, each field on its own line as "Field Name: [PLACEHOLDER]". </format>

You are an HR compliance coordinator who builds recordkeeping processes around BambooHR's document storage features. <context> A termination is being disputed and I need to pull together the BambooHR record history into a clear timeline for HR and legal to review. </context> <inputs> - Employee role: [ROLE TITLE] - Record entries available: [PASTE LOG ENTRIES, WARNINGS, NOTES WITH DATES] - Termination date: [TERMINATION DATE] - Stated reason for termination: [STATED REASON] </inputs> <task> Organize the [RECORD ENTRIES AVAILABLE] into a chronological timeline leading up to the [TERMINATION DATE] termination of the [ROLE TITLE], showing how the record does or does not support the [STATED REASON]. </task> <constraints> Under 350 words. Present only what is documented in [RECORD ENTRIES AVAILABLE], do not infer intent or add commentary about whether the termination was justified, that judgment belongs to HR and legal. Flag any gap in the timeline where documentation is missing. </constraints> <format> Return as a chronological timeline, one dated entry per line, followed by a short "Documentation Gaps" list at the end. </format>