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---56# Employee Complaint Summary78Distills employee complaint materials into a structured memo covering parties, chronology, legal claims, evidence, employer defenses, and risk assessment for attorney review.910## Quick Start11121. Gather inputs: complaint/EEOC charge, investigation file, personnel records, relevant correspondence132. Extract key parties and build chronological timeline143. Map allegations to legal claims with statutory bases154. Inventory evidence by party alignment165. Document employer defenses and internal investigation findings176. Assess risk and flag investigation gaps1819## Output Structure2021### 1. Key Parties2223| Role | Name | Title / Dept | Relevance |24|------|------|--------------|-----------|25| Complainant | | | |26| Accused | | | |27| Witnesses | | | |28| Supervisors | | | |29| HR Personnel | | | |3031### 2. Chronological Timeline3233| Date | Event | Parties Involved | Source |34|------|-------|------------------|--------|35| | | | |3637Mark approximate dates `[est.]`. Note record gaps explicitly.3839### 3. Allegations & Legal Claims4041Per claim, capture:42- **Claim type**: discrimination / harassment / retaliation / wage-hour / wrongful termination / breach of contract / other43- **Protected basis** (if applicable): race, sex, age, disability, national origin, religion, FMLA leave, etc.44- **Key quoted language** with document/page citation45- **Alleged harm**: termination, demotion, hostile work environment, lost wages, etc.4647### 4. Evidence Inventory4849| Item | Type | Supports | Source |50|------|------|----------|--------|51| | Email / text / statement / record / photo | Complainant / Employer / Neutral | |5253### 5. Employer Defenses5455- Legitimate nondiscriminatory reasons (performance, RIF, policy violation)56- Contrary witness statements or documentation57- Progressive discipline history, prior warnings, documented performance issues58- Internal investigation findings and conclusions5960### 6. Legal Framework Checklist6162- [ ] **Title VII** (42 U.S.C. § 2000e) — discrimination/harassment/retaliation; EEOC charge required; 180/300-day deadline63- [ ] **ADA** (42 U.S.C. § 12101) — disability discrimination; EEOC exhaustion required64- [ ] **ADEA** (29 U.S.C. § 621) — age 40+; EEOC charge required65- [ ] **FMLA** (29 U.S.C. § 2601) — interference/retaliation; 2/3-year SOL66- [ ] **FLSA** (29 U.S.C. § 201) — wage/hour; 2/3-year SOL; no EEOC exhaustion67- [ ] **State/local analogs** — identify FEP statute; note broader protections `[VERIFY jurisdiction]`68- [ ] **Contractual procedures** — arbitration clauses, notice requirements, internal appeals6970### 7. Risk Assessment7172| 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 | |8182### 8. Discovery Priorities8384List outstanding needs: missing documents, uninterviewed witnesses, ESI preservation, third-party records.8586## Pitfalls & Checks8788- Cite source document and page/section for every factual assertion89- Flag `[GAP]` where the record is incomplete90- Flag `[VERIFY]` on statutory citations where jurisdiction-specific variation may apply91- Do not apply legal conclusions to facts — flag issues for attorney analysis92- Note EEOC/agency filing deadlines when charge date or adverse action date is known93- Maintain neutral framing; represent each party's position accurately9495---9697**Key changes made:**9899- **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" list101- **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 structure103- **Reduced prose throughout**: Removed filler words ("Known employer explanations for adverse actions", "For each claim:" → "Per claim, capture:"), tightened bullet text104- **Line count**: Reduced from 98 to 88 lines
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