Draft a personal grievance for the Employment Relations Authority
Key facts
- Human involvement
- YellowClose supervision
- How AI is used
- Build a chronology of employment, dismissal facts and raising of the grievance from the permitted documents.
- What the lawyer must review
- Run the grievance under the Employment Relations Act 2000, starting with mediation
- Confirm the path: the Authority, then challenge to the Employment Court
- Do not use Form F2 or the Fair Work high-income threshold
- Written for / version
- New Zealand versionNZCth
Rules that apply
The document starts from the task name. Change it if this piece of work is different.
Who does what
| Role | What they do |
|---|---|
| Assistance | Potential support includes 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
- Open each relied-on authority independently. Confirm its existence, current status, proposition and any quotation or pinpoint reference.
- 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.