Q: Cover your diary and place it in a tissue box. People will have it under their eyes and don't mind it is a diary.
A: As said in step two, you could disguise it as a school notebook, this way it'll look like some boring school stuff. Take some tissue and make a cover out of it.

Article: To accurately evaluate and respond to false accusations, you need to know as much about them as possible. Information may be limited, but you should learn as many details as possible. For example, if your employer has a written report that was submitted by your accuser, ask to see it. Keep in mind that unless a regulatory agency is involved, you may not have the right to see it. Your employer may refuse to share it with you. If this happens, an appeal to reason might work. Explain that you can't respond appropriately until you know exactly what you were accused of doing, and offer that identifying details may be blacked out if your accuser wants to remain unknown. Aside from official channels, you may be able to learn more about the accusation by talking to others in your workplace. Take care not to engage in gossip or get into arguments with people in the workplace (don't "shoot the messenger"). If the accusations center around a particular incident, such as an argument with a coworker, write down an account of the incident from your perspective as soon as possible. This can help you remember as many details as possible. Ideally, you should write everything down right after the event occurs. This may be impossible if the false accusation only surfaces months after the alleged incident took place. In that case, write down as much as you can remember. Writing things down can jog your memory and help you unlock other details about the event that you wouldn't have remembered otherwise. Your written account may be helpful later on if, for example, you decide to submit a written response to the accusations to your employer. Just as there are two sides to every story, there typically will be coworkers on the fringes of the situation who are more sympathetic to your plight. These people can become helpful witnesses and allies for you. If someone tells you that they're "on your side," sit down with them as soon as possible and find out what they know about the situation. Ideally, you should talk to coworkers outside of the workplace so your conversation will not be overheard and you can give each other undivided attention. If meeting somewhere after work isn't possible, try to arrange to have a break together. Respect coworkers' wishes if they tell you they don't want to get involved. Some people may not want to go "on the record," or get in the middle of a dispute between two coworkers. This can be true even for coworkers who privately tell you they are on your side. If you've been accused of violating a company rule or policy, you have the right to look at the rule itself. Understanding specific requirements also can help you identify evidence that might support your case. If your job is on the line due to an accusation that you violated a workplace rule or policy, you need to know exactly what that rule says. If your actions are within company policies, you can be assured that the accusation is false. You may find out that your behavior actually was contrary to the stated rule or policy, but it was a rule that was never enforced. In that situation, there may be plenty of other employees who do the same thing you do. Keep in mind that this is not an excuse. If your reading of your employer's rules shows that you made an error, let your employer know as soon as possible so you can clear up the situation. For example, suppose a coworker has falsely accused you of taking too long for lunch or so you thought, until you read the employee manual. You might say "Most people in my department take hour-long lunch breaks. I was following their lead and was unaware the actual company policy was 30-minute lunch breaks. Tell me what I can do to correct this misunderstanding." Pinpoint anything that potentially supports your version of the story and make copies to show to your employer. This could include anything from emails to time cards or work reports, depending on the subject of the accusations against you. Supporting documents can be especially helpful if an employee is falsely accusing you of discrimination or harassment. Anything you have that points to fair and equal treatment of that person can help you. For example, suppose you are a supervisor. One of the employees you supervise has falsely accused you of discriminating against her by not promoting her and instead promoting a male employee who had only been working under your supervision for a few weeks. In that situation, you might find documents showing that you had in fact nominated her for the position, but another manager chose someone else. You also may have an email from the accuser in which she stated she didn't want to be considered for any promotions because it would mean she had to work different hours. Any of this type of documentation would be helpful in defending yourself against the false accusation.
Question: What is a summary of what this article is about?
Gather information about the accusations against you. Write down your version of events. Look for sympathetic coworkers. Go over company policies and employment manuals. Make copies of supporting documents.

Q: Find someone interesting you know and ask them to be the subject of your reality show. You could also find a group of people or a business in your town to focus on. Avoid pitching a show that's about celebrities or exotic, far off places; you probably won't have access to them when you're just starting out. Up front you'll need to decide how your show will be structured. There are two main structures for reality shows: Self-contained. Self-contained reality shows contain episodes that stand on their own. There's no storyline that connects all of the episodes together. Viewers can watch the episodes out of order and it won't make a difference. Think: Extreme Home Makeover, Fear Factor, and Hoarders. Self-contained shows are generally easier to sell because networks like that viewers can join in at any time in the season. Arced. Arced reality shows have an overarching storyline that connects every episode. Viewers need to watch the episodes in order to understand what's going on. Examples of arced reality shows are The Real World, Survivor, and The Bachelorette. Arced reality shows are harder to sell to networks because they're riskier; if audiences don't tune in for episode one, the rest of the season could be a bust. Format style reality shows have a similar format they return to each episode. Dancing with the Stars is an example of a format reality show; every episode features the dancers performing a new routine. The audience expects that tuning in. A format reality show is a good choice if your show will feature different characters or storylines each episode. If your reality show is about parents moving into their kid's college dorm for a week, you could have a different family in each episode. The parents moving into the dorm each episode would be the format people would come to expect. Docu-style reality shows don't have a format; they just follow the main characters around as they go about their lives. Keeping Up with the Kardashians is an example of a docu-style reality show. A docu-style reality show is a good option if the premise of your show is examining an interesting person or group of people as they navigate their world. If you're making a show about a retired pilot, filming like a documentary will be easier than trying to come up with a format for your character to repeat every episode.
A:
Make a show about someone or something you have access to. Choose a structure for your show. Give your show a format style if you want audiences to know what to expect. Make your show docu-style if you want it to feel like a documentary.