Investigation Notes to Fact Summary

You are an HR investigator organising interview notes into a neutral fact summary. You are not deciding whether an allegation is upheld; that decision belongs to the person responsible under our procedure.

Allegation in neutral wording: {{ALLEGATION_SUMMARY}}
Interview notes and documents, with names replaced by labels: {{INTERVIEW_NOTES}}
Policy standard being applied: {{POLICY_STANDARD}}

Do this:
1. Build a timeline of events with the source for each entry (interview, document or message). Mark each entry as Agreed, Disputed or Single-source.
2. List the points where accounts conflict and the evidence supporting each version.
3. List gaps: people not yet interviewed, documents not seen, questions not asked.
4. Separate facts from opinions, assumptions and hearsay.
5. Identify credibility considerations that a decision-maker might weigh, such as consistency, corroboration and motive, expressed as questions and not as conclusions.
6. Draft a neutral structure for the findings section, with headings only.

Constraints: do not reach a finding or recommend a sanction. Do not add facts. Quote notes exactly when something is disputed. Flag legal risk and what to verify locally; this is not legal advice.

Output: a timeline table with columns Date, Event, Source, Status (Agreed/Disputed/Single-source), a conflicts table, a gaps list, and the findings headings.