You're not angry. You're not fighting with them. You're not being oppositional.

You're "just" asking them to formally acknowledge that you informed them that AI use could be harmful to their employees & that you provided specific evidence of this.

It's so small, it's so simple, & it's factually true. Why would they refuse something so simple?

Of course everyone on both sides of this knows why it isn't simple, but pretend like you believe it is.

Write about it like it is a small & routine thing, but remain absolutely *insistent* that—since this is what's happening, & it IS supposedly so small & simple—you should be able to get it in writing.

Ideally, your insistence on documenting the fact they have been informed of research showing that AI use could be very harmful will lead them to just leave you alone because it's not worth it.

Be as specific as possible: ask them to list the names & authors of the studies you sent them in their written response & routinely list them in your emails about it.

This doesn't always result in the best outcome unfortunately, but either getting them to document that you made them aware of potential harms or documenting their refusal to provide you with said written documentation gives you some potential leverage down the road, especially if employers start being sued for harms induced by AI use. That'll make them sweat.

Again, don't be confrontational about it, don't make accusations. Be polite & reasonable & if they refuse your request for such documentation, tell them you are "confused," not that you are angry.

The trick is that you are documenting yourself asking for something that should be perfectly reasonable.

They told you to use AI & you sent them evidence that could be dangerous. That's what happened. You're just asking them to put that simple, factual circumstance into a written acknowledgement.

You won't change their minds, but you may force their hand.

It is *completely reasonable* to ask them to acknowledge in written documentation that you expressed concern over this & offered specific evidence to back this up, because *that is what happened*.

If they do not want to document that, they are going to have to figure out how to avoid it without you documenting them looking shady as hell for not responding to a perfectly reasonable request.

Again, this depends on job security, so be sure to evaluate your risks here.

3 possible "good" outcomes:

- Best: company backs off after you insist on this & tells you you don't have to do it.
- Next best: company still makes you use AI but is forced to put in writing that you showed them research that indicates it could be dangerous & you objected to it
- 3rd best: they refuse to provide any documentation acknowledging you informed them this could potentially be harmful to their employees, but you have documented their *refusal* to give you a written acknowledgement.

RE: https://dice.camp/@artemis/116213776614146565

To be clear the point of this exercise is NOT to get your company to change their mind on AI. Sending a few studies about AI psychosis is not going to affect their business decisions.

By asking them to document for you that you told them the risks & they made you do it anyway you are leveraging their fear of responsibility/liability. That fear of liability or being held responsible for something down the road makes them want to avoid documentation.

Being a highly emotional, sensitive person can be extremely painful, especially when you are young, but in a way it's a gift, having to learn to cope with heavy emotions. While my emotional intensity & sensitivity are turned up really high, we really do *all* run into similar mental/emotional struggles at various times..

We're all human after all, so it turns out all the time & effort I have spent on emotional understanding & healing has equipped me to help others. Who would have thought?

It is key to maintain your confused but trusting persona, as frustrating as it may be. Write as though you truly believe that everything they do is on the level & that they always have your best interests at heart.

In this matter, you are just a pure of heart individual trying to get a little clarification on an issue that concerns you, & you would just like to have that clarification in writing. Since obviously this all on the level, there is no reason why they wouldn't do that for you.

Send that "baffled" response as an email. What you're doing is creating a paper trail. You can do that even if THEY refuse to.

And all the time, write in the most reasonable & friendly tone you can. You aren't upset: you are playing the role of a confused employee who doesn't understand why this is so difficult. They'll probably know that's not how you really feel, but the paper trail should show you asking for very reasonable things that no one can object to (without seeming shady).

Basically, get their refusal to put something in writing in writing.

Be polite as possible about it, no anger, no confrontation, just a friendly email with meeting notes & "here's what I heard you say, did I get that right?"

The trick with this type of thing is being entirely "by the book." Just communicate your perfectly reasonable belief that they will OF COURSE be willing to put anything they ask you to do in writing because OF COURSE it is on the level & OF COURSE they would never dodge responsibility for it.

Maybe act a little baffled if they don't want to commit something to an email or a memo. No accusation of anything just, "I don't understand, if this is how it is, why won't you put that in an email?"

It's not magical, but "could I get that in writing?" can be surprisingly powerful.

You do have to be persistent & leverage documented communication as much as possible to get results.

Communicate over email if at all possible, & if you have a phone call or an in-person meeting about it, take notes & then send them in an email to all persons involved. Every single little convo you have about it, email the person & say "thanks for the talk, here's the content of our conversation."

I suppose if you are being pressured to use AI at work, one thing you could do is send HR articles/studies on AI psychosis & ask "does [company name] accept liability for any mental harm that may occur from AI use?"

Before you touch any of the AI tools they want you to use, ask them to put in writing that the company is aware of the concerns about mental harm from AI use but is asking you to use it anyway. Ask to put a note in your employee file saying that you objected to using it.

Obviously being able to do this depends on a certain amount of job security.

But if you are fairly secure in your position, when you are told to do something shady at work, asking the company to put it in writing will often make them suddenly decide they don't actually need you to do that thing.

Obviously they have no problem writing "we want you to use AI." What they probably don't want to put in writing is "we are aware of the potential harm to our employees from AI use."

Sometimes you will have feelings that you may find kind of "ugly": an uncharitable grudge, taking bigoted offense at something, etc.

Those feelings are real too. They don't make you evil, but they may alert you to areas where you need to grow or change.

Sometimes a feeling that we KNOW is unjustified but still feel intensely is actually a flag to let us know, "hey, there is something here you need to deal with."

Emotions aren't good or bad. The question is what you do with them.

Christians always told me evil starts in the heart so I needed to be able to control my emotions & shut down "bad" feelings.

That is not fucking helpful. You will never be safe to get curious & explore what you are feeling & why if you are just going "bad emotion, make it stop."

You can shape your emotional landscape. You can feed & nurture the things you want to feel. You can try to get to the root of what causes the feelings that distress you. But you can't just take over control.

None of us control the things we feel. We can't. Nor should we try to.

Emotions are—among other things—a warning system. They draw our attention to things we need to sort out or deal with. They alert us to all kinds of things.

Sure, stability is nice, but you should not want to *control* your emotions. You need that system to function. Sometimes the system needs repairing. Trauma especially can cause calibration issues. But it's still an important part of you that helps keep you safe.