Draft an employer's position for an EEOC conference
Key facts
- Human involvement
- YellowClose supervision
- How AI is used
- Draft the position from the chronology and the documents the lawyer marks. Do not draft a charge, and do not recast the facts as a just-cause dismissal.
- What the lawyer must review
- You check every sentence before the position is used. The EEOC says a charge is a signed statement, filed in general within 180 days, or 300 days if a state or local agency enforces a law on the same basis. Federal employees generally contact an agency EEO counselor within 45 days. You confirm those points if they matter to the conference. There is no national unfair-dismissal conference. Formal Opinion 512: you remain responsible for the position. Model Rule 1.6: keep the personnel file out of a public tool.
- Written for / version
- United States versionUSCth
Who does what
| Role | What they do |
|---|---|
| Assistance | Potential support includes preparing preliminary structure or wording and summarising source material. Confirm the tool’s capability and permitted scope. |
| Lawyer | Set the scope, supervise the work closely, verify every part relied on, resolve omissions and exceptions, and approve the exact output. |
Checklist
- Check the current court or regulator requirements, prescribed form and attachments for the intended document and filing.
- Confirm the output against the client’s instructions and the complete relevant source material, including omissions or contradictions.
- Resolve exceptions and record the responsible lawyer’s approval of the exact output and intended use.