When the general manager of Harbour Ridge Construction Ltd. opened the personnel file for the company's longest-serving site superintendent in early March 2023, she expected to find the documentation that any mid-sized commercial contractor operating in Corner Brook, Newfoundland and Labrador would maintain for an employee earning $142,000 in annual salary plus an average annual bonus of $18,000. Instead, she found a file that told almost no coherent story about 11 years of service. The original employment letter from 2012 was present, as was a single performance review from 2015, but the intervening years were represented by nothing more than payroll change notices and a scattering of safety certifications. There were no documented performance conversations, no record of the verbal warnings that the operations director insisted had been delivered, no written account of the project reassignments that management characterized as disciplinary, and no contemporaneous notes explaining why a 54-year-old superintendent who had once been trusted with the company's largest projects was now being considered for termination. The file's silence was not the product of a deliberate decision to avoid creating records; it was the accumulated residue of operational pressures, management transitions, and informal workplace norms that had never been examined until the company found itself needing documentation it did not possess.