When to use
Use this when a discrete employment-legal issue arises — a complaint, an accommodation request, a threatened claim, a layoff — and you need a dedicated, privilege-designated workspace to track parties, dates, documents, and status. Not for: configuring the plugin org-wide (that is emplaw-cold-start-interview / emplaw-customize); drafting policy content (emplaw-policy-drafting); reviewing the handbook (emplaw-handbook-updates); conducting the substantive investigation itself (emplaw-internal-investigation).
Method
- Assign a matter ID using the firm naming convention and record the matter type (e.g., discrimination charge, ADA accommodation, WARN layoff, wage dispute).
- Record parties: complainant/employee, respondent(s), decision-makers, and outside agencies (EEOC, state agency). Decision point: if a government charge number exists, capture it and its response deadline; else set an internal review date.
- Capture key dates: incident date, notice date, statutory deadlines, and limitations dates. Decision point: if any deadline is under 14 days, flag URGENT and route to counsel immediately.
- Set the privilege designation. Decision point: if the matter anticipates or involves litigation/legal advice, mark Attorney-Client Privileged / Work Product and restrict access; else mark Business Record.
- Build the file structure (intake, evidence, correspondence, drafts, final) and apply a litigation-hold flag if triggered.
- Set status tracking (Open / Active / Awaiting-counsel / Closed) and the responsible owner.
- Confirm privilege labeling and access list before adding any documents.
Example
An employee files an EEOC charge alleging ADA discrimination. You open matter EMP-2026-014 (type: ADA/EEOC charge), record the charge number and 30-day response deadline, mark it Attorney-Client Privileged, issue a litigation hold on the employee's personnel and email records, and set status Awaiting-counsel with the 30-day deadline flagged URGENT.
Pitfalls
- Mislabeling privilege. Business records swept into a "privileged" folder can waive privilege for the whole folder; label per document and per purpose.
- Missing a statutory deadline. EEOC responses and state-agency deadlines are short and unforgiving; capture and flag every date at intake.
- Forgetting the litigation hold. Failing to preserve records once litigation is anticipated risks spoliation sanctions.
- Over-broad access. Every added reader can weaken privilege; keep the access list minimal and logged.
Output format
EMPLAW MATTER — <matter ID>
Type: <complaint | ADA | WARN | wage | other>
Privilege: <Attorney-Client/Work Product | Business Record>
Parties: complainant <name>; respondent <name>; decision-makers <...>; agency <EEOC/state, charge #>
Key dates: incident <d>; notice <d>; response deadline <d>; limitations <d> URGENT: <y/n>
Litigation hold: <issued? scope>
File structure: /intake /evidence /correspondence /drafts /final
Status: <Open | Active | Awaiting-counsel | Closed> Owner: <name>
Escalation: counsel notified <y/n, date>
Reference
General deadline and coverage reference (not tailored legal advice): EEOC charge filing is generally 180 days (300 in deferral states); an employer's response to a charge is set by the agency notice, often ~30 days. Federal coverage attaches at Title VII/ADA 15+, ADEA 20+, FMLA 50+/75-mi, WARN 100+ (60-day notice). Preserve records once litigation is reasonably anticipated (litigation-hold duty). Privilege attaches to communications for the purpose of legal advice and to materials prepared in anticipation of litigation; mixed-purpose documents are vulnerable. Escalate to licensed counsel before any agency response or adverse action — this skill organizes a matter, it does not provide legal advice.
1---2name: emplaw-matter-workspace3description: Set up a tracked, privilege-aware matter folder with a matter ID, parties, key dates, and status tracking for a specific employment-legal issue.4---56## When to use7Use this when a discrete employment-legal issue arises — a complaint, an accommodation request, a threatened claim, a layoff — and you need a dedicated, privilege-designated workspace to track parties, dates, documents, and status. **Not for:** configuring the plugin org-wide (that is emplaw-cold-start-interview / emplaw-customize); drafting policy content (emplaw-policy-drafting); reviewing the handbook (emplaw-handbook-updates); conducting the substantive investigation itself (emplaw-internal-investigation).89## Method101. Assign a matter ID using the firm naming convention and record the matter type (e.g., discrimination charge, ADA accommodation, WARN layoff, wage dispute).112. Record parties: complainant/employee, respondent(s), decision-makers, and outside agencies (EEOC, state agency). Decision point: if a government charge number exists, capture it and its response deadline; else set an internal review date.123. Capture key dates: incident date, notice date, statutory deadlines, and limitations dates. Decision point: if any deadline is under 14 days, flag URGENT and route to counsel immediately.134. Set the privilege designation. Decision point: if the matter anticipates or involves litigation/legal advice, mark Attorney-Client Privileged / Work Product and restrict access; else mark Business Record.145. Build the file structure (intake, evidence, correspondence, drafts, final) and apply a litigation-hold flag if triggered.156. Set status tracking (Open / Active / Awaiting-counsel / Closed) and the responsible owner.167. Confirm privilege labeling and access list before adding any documents.1718## Example19An employee files an EEOC charge alleging ADA discrimination. You open matter EMP-2026-014 (type: ADA/EEOC charge), record the charge number and 30-day response deadline, mark it Attorney-Client Privileged, issue a litigation hold on the employee's personnel and email records, and set status Awaiting-counsel with the 30-day deadline flagged URGENT.2021## Pitfalls22- **Mislabeling privilege.** Business records swept into a "privileged" folder can waive privilege for the whole folder; label per document and per purpose.23- **Missing a statutory deadline.** EEOC responses and state-agency deadlines are short and unforgiving; capture and flag every date at intake.24- **Forgetting the litigation hold.** Failing to preserve records once litigation is anticipated risks spoliation sanctions.25- **Over-broad access.** Every added reader can weaken privilege; keep the access list minimal and logged.2627## Output format28```29EMPLAW MATTER — <matter ID>30Type: <complaint | ADA | WARN | wage | other>31Privilege: <Attorney-Client/Work Product | Business Record>32Parties: complainant <name>; respondent <name>; decision-makers <...>; agency <EEOC/state, charge #>33Key dates: incident <d>; notice <d>; response deadline <d>; limitations <d> URGENT: <y/n>34Litigation hold: <issued? scope>35File structure: /intake /evidence /correspondence /drafts /final36Status: <Open | Active | Awaiting-counsel | Closed> Owner: <name>37Escalation: counsel notified <y/n, date>38```3940## Reference41General deadline and coverage reference (not tailored legal advice): EEOC charge filing is generally 180 days (300 in deferral states); an employer's response to a charge is set by the agency notice, often ~30 days. Federal coverage attaches at Title VII/ADA 15+, ADEA 20+, FMLA 50+/75-mi, WARN 100+ (60-day notice). Preserve records once litigation is reasonably anticipated (litigation-hold duty). Privilege attaches to communications for the purpose of legal advice and to materials prepared in anticipation of litigation; mixed-purpose documents are vulnerable. Escalate to licensed counsel before any agency response or adverse action — this skill organizes a matter, it does not provide legal advice.
Matrixx0070