Employee Dispute Summary
Produce an objective, source-cited summary of an employee dispute for HR and legal decision-making.
Quick Start
Collect before drafting:
- Source corpus — complaints, witness statements, investigation reports, correspondence, disciplinary records, employment agreements, policies/handbooks, performance reviews, agency filings, pleadings, settlement docs
- Parties — all individuals/entities with roles and relationships
- Timeline anchors — key dates, deadlines, hearings, milestones
- Forum — internal process, arbitration, EEOC/state agency, court, union grievance
- Resolution docs — settlement, award, or decision documents (if any)
Output Sections
1. Executive Overview
2–3 sentences: nature of dispute, core claims, current status, immediate next step.
2. Parties and Roles
| Party |
Role |
Relationship |
Counsel/Rep |
Source |
3. Allegations Matrix
| Allegation |
Claim Type |
Alleged Conduct |
Dates/Locations |
Witnesses |
Policy/Statute |
Status |
Source |
4. Responses and Defenses
| Party |
Position |
Admissions |
Denials |
Affirmative Defenses |
Disputed Facts |
Source |
5. Procedural History
| Date |
Event |
Forum/Process |
Outcome/Status |
Next Deadline |
Source |
6. Resolution / Outcome
| Type |
Date |
Monetary Terms |
Non-Monetary Terms |
Confidentiality |
Appeal Status |
Source |
Skip if no resolution exists.
7. Findings / Determinations
| Decision-Maker |
Finding |
Standard Applied |
Scope |
Effective Date |
Source |
8. Outstanding Issues and Next Steps
9. Risk and Policy Impact
| Risk Area |
Exposure Level |
Rationale |
Potential Remedies |
Policy Impact |
Source |
10. Source Map
| Fact/Assertion |
Source Doc ID |
Page/Section |
Confidence |
11. Gaps / Additional Information Needed
List missing documents, unclear facts, or unverified assertions.
Source Handling
- Tag every factual assertion with a marker:
[Doc-12].
- Use quotation marks for direct quotes; cite document and page/section.
- If a fact is disputed, state both positions and label Disputed.
Pitfalls and Checks
- Neutrality — never assess credibility or intent; state legal conclusions only if formally determined by a court, arbitrator, or agency.
- Policy versions — identify the governing policy version and effective date when cited.
- Privilege — note confidentiality restrictions; do not reproduce sensitive material beyond necessity.
- Jurisdiction — if unclear or non-U.S., flag explicitly and adjust labels; mark uncertain citations
[VERIFY].
- Retaliation / preservation — highlight anti-retaliation and document-preservation obligations when implicated.
- Length — target 2–5 pages for complex matters; keep scannable.
1---2name: employee-dispute-summary3description: Produces a structured, source-cited summary of U.S. employment disputes for HR and litigation review. Trigger when asked to summarize an employee dispute, employment litigation, HR investigation, EEOC/agency matter, discrimination, harassment, retaliation, wrongful termination, wage-hour dispute, or grievance/arbitration file.4---5
6# Employee Dispute Summary
7
8Produce an objective, source-cited summary of an employee dispute for HR and legal decision-making.
9
10## Quick Start
11
12Collect before drafting:
13- **Source corpus** — complaints, witness statements, investigation reports, correspondence, disciplinary records, employment agreements, policies/handbooks, performance reviews, agency filings, pleadings, settlement docs
14- **Parties** — all individuals/entities with roles and relationships
15- **Timeline anchors** — key dates, deadlines, hearings, milestones
16- **Forum** — internal process, arbitration, EEOC/state agency, court, union grievance
17- **Resolution docs** — settlement, award, or decision documents (if any)
18
19## Output Sections
20
21### 1. Executive Overview
222–3 sentences: nature of dispute, core claims, current status, immediate next step.
23
24### 2. Parties and Roles
25| Party | Role | Relationship | Counsel/Rep | Source |
26|---|---|---|---|---|
27
28### 3. Allegations Matrix
29| Allegation | Claim Type | Alleged Conduct | Dates/Locations | Witnesses | Policy/Statute | Status | Source |
30|---|---|---|---|---|---|---|---|
31
32### 4. Responses and Defenses
33| Party | Position | Admissions | Denials | Affirmative Defenses | Disputed Facts | Source |
34|---|---|---|---|---|---|---|
35
36### 5. Procedural History
37| Date | Event | Forum/Process | Outcome/Status | Next Deadline | Source |
38|---|---|---|---|---|---|
39
40### 6. Resolution / Outcome
41| Type | Date | Monetary Terms | Non-Monetary Terms | Confidentiality | Appeal Status | Source |
42|---|---|---|---|---|---|---|
43
44Skip if no resolution exists.
45
46### 7. Findings / Determinations
47| Decision-Maker | Finding | Standard Applied | Scope | Effective Date | Source |
48|---|---|---|---|---|---|
49
50### 8. Outstanding Issues and Next Steps
51- [ ] Open factual disputes
52- [ ] Pending procedural steps
53- [ ] Required notices/approvals
54- [ ] Evidence gaps to close
55- [ ] Decision points for HR/Legal
56
57### 9. Risk and Policy Impact
58| Risk Area | Exposure Level | Rationale | Potential Remedies | Policy Impact | Source |
59|---|---|---|---|---|---|
60
61### 10. Source Map
62| Fact/Assertion | Source Doc ID | Page/Section | Confidence |
63|---|---|---|---|
64
65### 11. Gaps / Additional Information Needed
66List missing documents, unclear facts, or unverified assertions.
67
68## Source Handling
69
70- Tag every factual assertion with a marker: `[Doc-12]`.
71- Use quotation marks for direct quotes; cite document and page/section.
72- If a fact is disputed, state both positions and label **Disputed**.
73
74## Pitfalls and Checks
75
76- **Neutrality** — never assess credibility or intent; state legal conclusions only if formally determined by a court, arbitrator, or agency.
77- **Policy versions** — identify the governing policy version and effective date when cited.
78- **Privilege** — note confidentiality restrictions; do not reproduce sensitive material beyond necessity.
79- **Jurisdiction** — if unclear or non-U.S., flag explicitly and adjust labels; mark uncertain citations `[VERIFY]`.
80- **Retaliation / preservation** — highlight anti-retaliation and document-preservation obligations when implicated.
81- **Length** — target 2–5 pages for complex matters; keep scannable.
CaseMark