employee-dispute-summary
Produces a structured, source-cited summary of U.S. employment disputes for HR and litigation review. Trigger when asked to summarize an employee dispute, employment litigation, HR investigation, EEOC/agency matter, discrimination, harassment, retaliation, wrongful termination, wage-hour dispute, or grievance/arbitration file.
Best use case
employee-dispute-summary is best used when you need a repeatable AI agent workflow instead of a one-off prompt.
Produces a structured, source-cited summary of U.S. employment disputes for HR and litigation review. Trigger when asked to summarize an employee dispute, employment litigation, HR investigation, EEOC/agency matter, discrimination, harassment, retaliation, wrongful termination, wage-hour dispute, or grievance/arbitration file.
Teams using employee-dispute-summary should expect a more consistent output, faster repeated execution, less prompt rewriting.
When to use this skill
- You want a reusable workflow that can be run more than once with consistent structure.
When not to use this skill
- You only need a quick one-off answer and do not need a reusable workflow.
- You cannot install or maintain the underlying files, dependencies, or repository context.
Installation
Claude Code / Cursor / Codex
Manual Installation
- Download SKILL.md from GitHub
- Place it in
.claude/skills/employee-dispute-summary/SKILL.mdinside your project - Restart your AI agent — it will auto-discover the skill
How employee-dispute-summary Compares
| Feature / Agent | employee-dispute-summary | Standard Approach |
|---|---|---|
| Platform Support | Not specified | Limited / Varies |
| Context Awareness | High | Baseline |
| Installation Complexity | Unknown | N/A |
Frequently Asked Questions
What does this skill do?
Produces a structured, source-cited summary of U.S. employment disputes for HR and litigation review. Trigger when asked to summarize an employee dispute, employment litigation, HR investigation, EEOC/agency matter, discrimination, harassment, retaliation, wrongful termination, wage-hour dispute, or grievance/arbitration file.
Where can I find the source code?
You can find the source code on GitHub using the link provided at the top of the page.
SKILL.md Source
# 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 | Party | Role | Relationship | Counsel/Rep | Source | |---|---|---|---|---| ### 3. Allegations Matrix | Allegation | Claim Type | Alleged Conduct | Dates/Locations | Witnesses | Policy/Statute | Status | Source | |---|---|---|---|---|---|---|---| ### 4. Responses and Defenses | Party | Position | Admissions | Denials | Affirmative Defenses | Disputed Facts | Source | |---|---|---|---|---|---|---| ### 5. Procedural History | Date | Event | Forum/Process | Outcome/Status | Next Deadline | Source | |---|---|---|---|---|---| ### 6. Resolution / Outcome | Type | Date | Monetary Terms | Non-Monetary Terms | Confidentiality | Appeal Status | Source | |---|---|---|---|---|---|---| Skip if no resolution exists. ### 7. Findings / Determinations | Decision-Maker | Finding | Standard Applied | Scope | Effective Date | Source | |---|---|---|---|---|---| ### 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 | Risk Area | Exposure Level | Rationale | Potential Remedies | Policy Impact | Source | |---|---|---|---|---|---| ### 10. Source Map | Fact/Assertion | Source Doc ID | Page/Section | Confidence | |---|---|---|---| ### 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.
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