disclosure to you until a long time after that discussion occurred.  If you cannot read your own notes, they will be useless to you and to your organization. If you do not take the notes during the disclosure meeting, you should reduce the information obtained and conveyed during the discussion as soon as possible after.  The longer you take to write the notes the more hazy your memory will be and the more questions can be raised subsequently as to how accurate the notes are.  In other words, your notes may not be worth the paper they are written on if you significantly delay in preparing your notes.  In one of the cases I investigated this year, the manager did not take any notes at the time he met with the complainant about her initial concerns.  He met with her varying times over the course of a number of months before the complainant decided to proceed with a formal written complaint.  It was only just prior to the complainant filing her formal complaint that the manager took the time to write out the history of his conversations with the complainant.  But, this was months down the road, leaving me to question just how accurate those notes were and  how serious he took the complainant's concerns in the first place.  Remember, you want these notes to aid in your ability to defend actions your organization took in response to an internal human rights/personal harassment complaint.  The more detailed and contemporaneous those