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

[ ] Title VII (42 U.S.C. § 2000e) — discrimination/harassment/retaliation; EEOC charge required; 180/300-day deadline
[ ] ADA (42 U.S.C. § 12101) — disability discrimination; EEOC exhaustion required
[ ] ADEA (29 U.S.C. § 621) — age 40+; EEOC charge required
[ ] FMLA (29 U.S.C. § 2601) — interference/retaliation; 2/3-year SOL
[ ] FLSA (29 U.S.C. § 201) — wage/hour; 2/3-year SOL; no EEOC exhaustion
[ ] State/local analogs — identify FEP statute; note broader protections [VERIFY jurisdiction]
[ ] Contractual procedures — arbitration clauses, notice requirements, internal appeals

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