Employee Complaint Summary
Distills employee complaint materials into a structured memo covering parties, chronology, legal claims, evidence, employer defenses, and risk assessment for attorney review.
Quick Start
- Gather inputs: complaint/EEOC charge, investigation file, personnel records, relevant correspondence
- Extract key parties and build chronological timeline
- Map allegations to legal claims with statutory bases
- Inventory evidence by party alignment
- Document employer defenses and internal investigation findings
- Assess risk and flag investigation gaps
Output Structure
1. Key Parties
| Role |
Name |
Title / Dept |
Relevance |
| Complainant |
|
|
|
| Accused |
|
|
|
| Witnesses |
|
|
|
| Supervisors |
|
|
|
| HR Personnel |
|
|
|
2. Chronological Timeline
| Date |
Event |
Parties Involved |
Source |
|
|
|
|
Mark approximate dates [est.]. Note record gaps explicitly.
3. Allegations & Legal Claims
Per claim, capture:
- Claim type: discrimination / harassment / retaliation / wage-hour / wrongful termination / breach of contract / other
- Protected basis (if applicable): race, sex, age, disability, national origin, religion, FMLA leave, etc.
- Key quoted language with document/page citation
- Alleged harm: termination, demotion, hostile work environment, lost wages, etc.
4. Evidence Inventory
| Item |
Type |
Supports |
Source |
|
Email / text / statement / record / photo |
Complainant / Employer / Neutral |
|
5. Employer Defenses
- Legitimate nondiscriminatory reasons (performance, RIF, policy violation)
- Contrary witness statements or documentation
- Progressive discipline history, prior warnings, documented performance issues
- Internal investigation findings and conclusions
6. Legal Framework Checklist
7. Risk Assessment
| Factor |
Assessment |
| Claim strength (evidence quality) |
Strong / Mixed / Weak |
| Key factual disputes |
|
| Credibility issues |
|
| Punitive damages exposure |
Yes / No / Possible |
| Pattern-or-practice risk |
Yes / No |
| Systemic/class scope potential |
Yes / No |
| Investigation gaps |
|
8. Discovery Priorities
List outstanding needs: missing documents, uninterviewed witnesses, ESI preservation, third-party records.
Pitfalls & Checks
- Cite source document and page/section for every factual assertion
- Flag
[GAP] where the record is incomplete
- Flag
[VERIFY] on statutory citations where jurisdiction-specific variation may apply
- Do not apply legal conclusions to facts — flag issues for attorney analysis
- Note EEOC/agency filing deadlines when charge date or adverse action date is known
- Maintain neutral framing; represent each party's position accurately
Key changes made:
- Frontmatter: Trimmed description from 394 to 289 chars; removed
tags (not part of the spec)
- Added Quick Start: 6-step actionable workflow replaces the passive "Prerequisites" list
- Tightened section headers: "Employer Responses & Defenses" → "Employer Defenses"; "Legal Framework & Procedural Checklist" → "Legal Framework Checklist"; "Investigation & Discovery Priorities" → "Discovery Priorities"
- Renamed Guidelines → Pitfalls & Checks: Aligns with the best-practices template structure
- Reduced prose throughout: Removed filler words ("Known employer explanations for adverse actions", "For each claim:" → "Per claim, capture:"), tightened bullet text
- Line count: Reduced from 98 to 88 lines
1---2name: employee-complaint-summaries3description: Generates structured attorney-review memos from employee complaints, extracting parties, timeline, claims, evidence, defenses, and risk flags. Covers Title VII, ADA, ADEA, FMLA, FLSA, and state analogs. Use when summarizing initial complaints, EEOC charges, investigation reports, or personnel files to assess litigation risk and develop response strategy.4---5
6# Employee Complaint Summary
7
8Distills employee complaint materials into a structured memo covering parties, chronology, legal claims, evidence, employer defenses, and risk assessment for attorney review.
9
10## Quick Start
11
121. Gather inputs: complaint/EEOC charge, investigation file, personnel records, relevant correspondence
132. Extract key parties and build chronological timeline
143. Map allegations to legal claims with statutory bases
154. Inventory evidence by party alignment
165. Document employer defenses and internal investigation findings
176. Assess risk and flag investigation gaps
18
19## Output Structure
20
21### 1. Key Parties
22
23| Role | Name | Title / Dept | Relevance |
24|------|------|--------------|-----------|
25| Complainant | | | |
26| Accused | | | |
27| Witnesses | | | |
28| Supervisors | | | |
29| HR Personnel | | | |
30
31### 2. Chronological Timeline
32
33| Date | Event | Parties Involved | Source |
34|------|-------|------------------|--------|
35| | | | |
36
37Mark approximate dates `[est.]`. Note record gaps explicitly.
38
39### 3. Allegations & Legal Claims
40
41Per claim, capture:
42- **Claim type**: discrimination / harassment / retaliation / wage-hour / wrongful termination / breach of contract / other
43- **Protected basis** (if applicable): race, sex, age, disability, national origin, religion, FMLA leave, etc.
44- **Key quoted language** with document/page citation
45- **Alleged harm**: termination, demotion, hostile work environment, lost wages, etc.
46
47### 4. Evidence Inventory
48
49| Item | Type | Supports | Source |
50|------|------|----------|--------|
51| | Email / text / statement / record / photo | Complainant / Employer / Neutral | |
52
53### 5. Employer Defenses
54
55- Legitimate nondiscriminatory reasons (performance, RIF, policy violation)
56- Contrary witness statements or documentation
57- Progressive discipline history, prior warnings, documented performance issues
58- Internal investigation findings and conclusions
59
60### 6. Legal Framework Checklist
61
62- [ ] **Title VII** (42 U.S.C. § 2000e) — discrimination/harassment/retaliation; EEOC charge required; 180/300-day deadline
63- [ ] **ADA** (42 U.S.C. § 12101) — disability discrimination; EEOC exhaustion required
64- [ ] **ADEA** (29 U.S.C. § 621) — age 40+; EEOC charge required
65- [ ] **FMLA** (29 U.S.C. § 2601) — interference/retaliation; 2/3-year SOL
66- [ ] **FLSA** (29 U.S.C. § 201) — wage/hour; 2/3-year SOL; no EEOC exhaustion
67- [ ] **State/local analogs** — identify FEP statute; note broader protections `[VERIFY jurisdiction]`
68- [ ] **Contractual procedures** — arbitration clauses, notice requirements, internal appeals
69
70### 7. Risk Assessment
71
72| Factor | Assessment |
73|--------|-----------|
74| Claim strength (evidence quality) | Strong / Mixed / Weak |
75| Key factual disputes | |
76| Credibility issues | |
77| Punitive damages exposure | Yes / No / Possible |
78| Pattern-or-practice risk | Yes / No |
79| Systemic/class scope potential | Yes / No |
80| Investigation gaps | |
81
82### 8. Discovery Priorities
83
84List outstanding needs: missing documents, uninterviewed witnesses, ESI preservation, third-party records.
85
86## Pitfalls & Checks
87
88- Cite source document and page/section for every factual assertion
89- Flag `[GAP]` where the record is incomplete
90- Flag `[VERIFY]` on statutory citations where jurisdiction-specific variation may apply
91- Do not apply legal conclusions to facts — flag issues for attorney analysis
92- Note EEOC/agency filing deadlines when charge date or adverse action date is known
93- Maintain neutral framing; represent each party's position accurately
94
95---
96
97**Key changes made:**
98
99- **Frontmatter**: Trimmed description from 394 to 289 chars; removed `tags` (not part of the spec)
100- **Added Quick Start**: 6-step actionable workflow replaces the passive "Prerequisites" list
101- **Tightened section headers**: "Employer Responses & Defenses" → "Employer Defenses"; "Legal Framework & Procedural Checklist" → "Legal Framework Checklist"; "Investigation & Discovery Priorities" → "Discovery Priorities"
102- **Renamed Guidelines → Pitfalls & Checks**: Aligns with the best-practices template structure
103- **Reduced prose throughout**: Removed filler words ("Known employer explanations for adverse actions", "For each claim:" → "Per claim, capture:"), tightened bullet text
104- **Line count**: Reduced from 98 to 88 lines
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