Draft the employer's position statement on an EEOC charge
Key facts
- Human involvement
- YellowClose supervision
- How AI is used
- Draft the position statement from the charge and the documents the lawyer marks, with a specific factual response to each allegation and a gap where a document does not state the fact. Do not upload it.
- What the lawyer must review
- The EEOC asks the respondent, in most cases, for a position statement with supporting documentation: specific factual responses to every allegation, the documents and witnesses that support them, and any defense the employer will raise. A bare denial is not enough. An advocacy statement with no documents may be treated as no evidence. Give the response by the deadline stated on the EEOC's request. A written request for more time, made as early as possible and explaining why and how long, does not itself extend the deadline. An extension may be allowed only where due diligence is clear. Upload is through the Respondent Portal. Once submitted, the statement cannot be retracted there. The EEOC may release the statement and non-confidential attachments to the charging party. Put sensitive medical information other than the charging party's, Social Security numbers, confidential commercial or financial information, trade secrets, and non-relevant personal identifiers in separately marked attachments. You check every sentence before upload. This is not an unfair-dismissal reply. Model Rule 1.6 applies to the personnel file.
- Written for / version
- United States versionUS
Who does what
| Role | What they do |
|---|---|
| Assistance | Potential support includes preparing preliminary structure or wording. 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
- Trace every relied-on figure to its source, confirm dates and assumptions, and independently recalculate totals or derived amounts.
- Calculate operative dates independently from the current rule and actual triggering event. Check exceptions and record the verified deadline.
- Check the current court or regulator requirements, prescribed form and attachments for the intended document and filing.
- Review operative clauses in the complete document, including definitions, cross-references, schedules and inconsistencies with the instructions.
- Confirm that the actual tool, feature and processing terms permit use of this information, including access, retention, training and disclosure conditions.
- 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.
Forms and precedents for this task
| Form or precedent | Kind | AI use | Summary |
|---|---|---|---|
| Outline for an EEOC position statement | Checklist | AI use Yellow | An outline for the employer's position statement to the EEOC, following the Commission's pages on effective statements and on what happens to the statement after it is submitted. |
Signed-in accounts can read the full text of each one. All precedents.