Employee Dispute Summary

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

3. Allegations Matrix

4. Responses and Defenses

5. Procedural History

6. Resolution / Outcome

Skip if no resolution exists.

7. Findings / Determinations

8. Outstanding Issues and Next Steps

• [ ] Open factual disputes
• [ ] Pending procedural steps
• [ ] Required notices/approvals
• [ ] Evidence gaps to close
• [ ] Decision points for HR/Legal

9. Risk and Policy Impact

10. Source Map

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.