hr-policy-summary

# HR Policy Compliance Summary

Produce a thematic, employee-facing summary of HR policies with clear rights, obligations, and procedures.

## Quick Start

Collect before drafting:

1. **Source documents** — handbook, policies, codes of conduct, safety manuals, addenda.
2. **Jurisdictions** — U.S. federal plus applicable state/local.
3. **Audience** — readers, reading level, tone.
4. **Contacts** — HR, compliance, reporting channels, EAP, escalation paths.
5. **Effective dates** — version dates, recent updates, pending changes.

## Workflow

1. Inventory documents; map each to a policy area.
2. Extract enforceable rights, obligations, and procedures.
3. Note cited legal frameworks; mark uncertain citations `[VERIFY]`.
4. Identify terms that exceed legal minimums.
5. Flag gaps, conflicts, or missing procedural details.
6. Draft per-area blocks using the template below.
7. Add procedures, contacts, deadlines, misconceptions, and disclaimer.

## Output Structure

### Required Sections

1. Executive Summary
2. Policy Area Summaries (thematic blocks)
3. Procedures and Contacts
4. Common Misconceptions / Clarifications
5. Updates, Overrides, and Enhancements
6. Resources and Next Steps
7. Disclaimer (summary is non-controlling)

### Policy Areas

Cover each that appears in the source documents:

- EEO and Non-Discrimination
- Anti-Harassment and Retaliation
- Wage and Hour (classification, overtime, breaks, timekeeping)
- Leave and Accommodation (FMLA, ADA, state leave, pregnancy, military)
- Workplace Safety and Health (OSHA, incident reporting)
- Privacy, Monitoring, and Data Protection
- Workplace Conduct (discipline, attendance, conflicts, substance use)
- Complaint, Investigation, and Non-Retaliation Procedures
- Arbitration / ADR / Internal Dispute Resolution (if present)
- Union / Concerted Activity Rights (if relevant)
- Remote Work and BYOD (if present)

### Per-Area Block Template

For each policy area, produce:

**What this policy covers** — plain-language scope.

**Key requirements** — what employees must do; what managers/HR must do.

**Employee rights** — rights and protections.

**Legal basis** — statutes/regulations cited; use `[VERIFY]` if unsure.

**How to use this policy** — steps to request/report, required forms, primary and backup contacts.

**Deadlines** — notice periods, reporting windows, appeal timelines.

**Notes** — where policy exceeds legal minimums or clarifies internal rules.

### Misconceptions Format

- **Myth:** {short statement}
- **Reality:** {correct statement with policy basis}

### Procedures and Contacts Table

| Issue type | Primary contact | Alternate contact | How to submit | Expected response time |
|---|---|---|---|---|

## Pitfalls and Checks

- Use plain language; define unavoidable legal terms once on first use.
- If a policy is silent on a point, state "Not addressed in policy" — never guess.
- Distinguish legal requirements from employer-enhanced benefits.
- Clarify at-will employment limits and anti-retaliation protections where stated.
- Preserve policy-defined thresholds and eligibility rules exactly; do not generalize.
- Use the organization's own labels for departments and channels.
- Do not provide legal advice or interpret beyond the policy text.
- Always include a disclaimer that underlying policy documents control in case of conflict.