---
title: "Draft the outcome letter from the findings the lawyer has signed"
url: "https://ailawframework.com/practice/employment-and-workplace-relations/draft-the-outcome-letter-from-the-signed-findings/united-states"
type: "task_jurisdiction_version"
site: "AI Law Framework"
id: "A49-R20260922-4-US"
practice_area: "Employment & Workplace Relations (incl. WHS)"
tier: "yellow"
lawyer_review: "required"
jurisdictions: ["US"]
last_reviewed: "2026-10-22"
---

# Draft the outcome letter from the findings the lawyer has signed

> Draft the letter using only the findings the lawyer has signed, and leave a blank where the findings do not state the outcome or the next step.

Canonical page: https://ailawframework.com/practice/employment-and-workplace-relations/draft-the-outcome-letter-from-the-signed-findings/united-states  
Last reviewed: 2026-10-22

Site index for agents: https://ailawframework.com/llms.txt

## Key facts

| Fact | Value |
| --- | --- |
| Practice area | [Employment & Workplace Relations (incl. WHS)](https://ailawframework.com/practice/employment-and-workplace-relations.md) |
| Human involvement | Yellow: Lawyer and AI draft together |
| How AI is used | Draft the letter using only the findings the lawyer has signed, and leave a blank where the findings do not state the outcome or the next step. |
| What the lawyer must review | Check every sentence against the signed findings before the letter is sent. Do not add a reason that is not in the findings. Formal Opinion 512: you remain responsible for the letter. Model Rule 1.6: do not put the findings into a public tool. If the outcome is an employment decision covered by a federal discrimination statute, open that statute before the letter is sent. |
| Written for | United States |
| Applies to | [Draft the outcome letter from the signed findings](https://ailawframework.com/practice/employment-and-workplace-relations/draft-the-outcome-letter-from-the-signed-findings.md) |

## Checking plan

- What the AI does: Draft the letter using only the findings the lawyer has signed, and leave a blank where the findings do not state the outcome or the next step.
- Basis: Checked against the linked sources on 22 October 2026. Confirm the current instrument before reliance.

## Notes

- The letter follows the signed findings. It does not remake them.
- A discrimination risk in the outcome is for the lawyer. The EEOC charge rules are a separate task.

## Sources

- [ABA Formal Opinion 512, Generative Artificial Intelligence Tools (29 July 2024)](https://www.americanbar.org/content/dam/aba/administrative/professional_responsibility/ethics-opinions/aba-formal-opinion-512.pdf) (checked 2026-10-22)
- [ABA Model Rule 1.6, Confidentiality of Information](https://www.americanbar.org/groups/professional_responsibility/publications/model_rules_of_professional_conduct/rule_1_6_confidentiality_of_information/) (checked 2026-10-22)

## Forms and precedents for this task

| Form or precedent | Kind | AI level | Summary |
| --- | --- | --- | --- |
| [Disciplinary allegations letter, show cause letter and outcome letter (procedural fairness)](https://ailawframework.com/precedents/employment-and-workplace-relations/allegations-show-cause-and-outcome-letters.md) | Letter | Yellow | Three linked letters for a disciplinary process: the allegations letter inviting a response, the show cause letter after findings setting out the proposed outcome, and the outcome letter, each built… |

Signed-in accounts can read the full text of each one.

*Practice guidance for planning and review. Confirm current primary sources and the requirements of the actual matter. This is general information, not legal advice.*