HR Policy Compliance Summary
Produce a thematic, employee-facing summary of HR policies with clear rights, obligations, and procedures.
Quick Start
Collect before drafting:
- Source documents — handbook, policies, codes of conduct, safety manuals, addenda.
- Jurisdictions — U.S. federal plus applicable state/local.
- Audience — readers, reading level, tone.
- Contacts — HR, compliance, reporting channels, EAP, escalation paths.
- Effective dates — version dates, recent updates, pending changes.
Workflow
- Inventory documents; map each to a policy area.
- Extract enforceable rights, obligations, and procedures.
- Note cited legal frameworks; mark uncertain citations
[VERIFY].
- Identify terms that exceed legal minimums.
- Flag gaps, conflicts, or missing procedural details.
- Draft per-area blocks using the template below.
- Add procedures, contacts, deadlines, misconceptions, and disclaimer.
Output Structure
Required Sections
- Executive Summary
- Policy Area Summaries (thematic blocks)
- Procedures and Contacts
- Common Misconceptions / Clarifications
- Updates, Overrides, and Enhancements
- Resources and Next Steps
- Disclaimer (summary is non-controlling)
Policy Areas
Cover each that appears in the source documents:
- EEO and Non-Discrimination
- Anti-Harassment and Retaliation
- Wage and Hour (classification, overtime, breaks, timekeeping)
- Leave and Accommodation (FMLA, ADA, state leave, pregnancy, military)
- Workplace Safety and Health (OSHA, incident reporting)
- Privacy, Monitoring, and Data Protection
- Workplace Conduct (discipline, attendance, conflicts, substance use)
- Complaint, Investigation, and Non-Retaliation Procedures
- Arbitration / ADR / Internal Dispute Resolution (if present)
- Union / Concerted Activity Rights (if relevant)
- Remote Work and BYOD (if present)
Per-Area Block Template
For each policy area, produce:
What this policy covers — plain-language scope.
Key requirements — what employees must do; what managers/HR must do.
Employee rights — rights and protections.
Legal basis — statutes/regulations cited; use [VERIFY] if unsure.
How to use this policy — steps to request/report, required forms, primary and backup contacts.
Deadlines — notice periods, reporting windows, appeal timelines.
Notes — where policy exceeds legal minimums or clarifies internal rules.
Misconceptions Format
- Myth: {short statement}
- Reality: {correct statement with policy basis}
Procedures and Contacts Table
| Issue type |
Primary contact |
Alternate contact |
How to submit |
Expected response time |
Pitfalls and Checks
- Use plain language; define unavoidable legal terms once on first use.
- If a policy is silent on a point, state "Not addressed in policy" — never guess.
- Distinguish legal requirements from employer-enhanced benefits.
- Clarify at-will employment limits and anti-retaliation protections where stated.
- Preserve policy-defined thresholds and eligibility rules exactly; do not generalize.
- Use the organization's own labels for departments and channels.
- Do not provide legal advice or interpret beyond the policy text.
- Always include a disclaimer that underlying policy documents control in case of conflict.
1---2name: hr-policy-summary3description: Summarizes U.S. HR policies and employee handbooks into plain-language, topic-organized briefs covering employee rights, obligations, and procedures with employment-law compliance framing. Use when a user provides an employee handbook, HR policy document, compliance guide, or onboarding material and asks for a summary, overview, or compliance breakdown.4---5
6# HR Policy Compliance Summary
7
8Produce a thematic, employee-facing summary of HR policies with clear rights, obligations, and procedures.
9
10## Quick Start
11
12Collect before drafting:
13
141. **Source documents** — handbook, policies, codes of conduct, safety manuals, addenda.
152. **Jurisdictions** — U.S. federal plus applicable state/local.
163. **Audience** — readers, reading level, tone.
174. **Contacts** — HR, compliance, reporting channels, EAP, escalation paths.
185. **Effective dates** — version dates, recent updates, pending changes.
19
20## Workflow
21
221. Inventory documents; map each to a policy area.
232. Extract enforceable rights, obligations, and procedures.
243. Note cited legal frameworks; mark uncertain citations `[VERIFY]`.
254. Identify terms that exceed legal minimums.
265. Flag gaps, conflicts, or missing procedural details.
276. Draft per-area blocks using the template below.
287. Add procedures, contacts, deadlines, misconceptions, and disclaimer.
29
30## Output Structure
31
32### Required Sections
33
341. Executive Summary
352. Policy Area Summaries (thematic blocks)
363. Procedures and Contacts
374. Common Misconceptions / Clarifications
385. Updates, Overrides, and Enhancements
396. Resources and Next Steps
407. Disclaimer (summary is non-controlling)
41
42### Policy Areas
43
44Cover each that appears in the source documents:
45
46- EEO and Non-Discrimination
47- Anti-Harassment and Retaliation
48- Wage and Hour (classification, overtime, breaks, timekeeping)
49- Leave and Accommodation (FMLA, ADA, state leave, pregnancy, military)
50- Workplace Safety and Health (OSHA, incident reporting)
51- Privacy, Monitoring, and Data Protection
52- Workplace Conduct (discipline, attendance, conflicts, substance use)
53- Complaint, Investigation, and Non-Retaliation Procedures
54- Arbitration / ADR / Internal Dispute Resolution (if present)
55- Union / Concerted Activity Rights (if relevant)
56- Remote Work and BYOD (if present)
57
58### Per-Area Block Template
59
60For each policy area, produce:
61
62**What this policy covers** — plain-language scope.
63
64**Key requirements** — what employees must do; what managers/HR must do.
65
66**Employee rights** — rights and protections.
67
68**Legal basis** — statutes/regulations cited; use `[VERIFY]` if unsure.
69
70**How to use this policy** — steps to request/report, required forms, primary and backup contacts.
71
72**Deadlines** — notice periods, reporting windows, appeal timelines.
73
74**Notes** — where policy exceeds legal minimums or clarifies internal rules.
75
76### Misconceptions Format
77
78- **Myth:** {short statement}
79- **Reality:** {correct statement with policy basis}
80
81### Procedures and Contacts Table
82
83| Issue type | Primary contact | Alternate contact | How to submit | Expected response time |
84|---|---|---|---|---|
85
86## Pitfalls and Checks
87
88- Use plain language; define unavoidable legal terms once on first use.
89- If a policy is silent on a point, state "Not addressed in policy" — never guess.
90- Distinguish legal requirements from employer-enhanced benefits.
91- Clarify at-will employment limits and anti-retaliation protections where stated.
92- Preserve policy-defined thresholds and eligibility rules exactly; do not generalize.
93- Use the organization's own labels for departments and channels.
94- Do not provide legal advice or interpret beyond the policy text.
95- Always include a disclaimer that underlying policy documents control in case of conflict.
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