List the personnel actions and employment acts the opened statutes prohibit after a disclosure

Key facts

Human involvement: YellowClose supervision
How AI is used: If the person is a federal employee or applicant, list a personnel action taken, not taken, or threatened because of a disclosure described in 5 U.S.C. 2302(b)(8). If the person is an employee of a company section 1514A covers, list discharge, demotion, suspension, threat, harassment, or other discrimination in the terms and conditions of employment because of a lawful act that section describes. Keep the two lists separate. Do not design the employer's investigation.
What the lawyer must review: Section 2302(b)(8) is the prohibited personnel practice. Section 1514A forbids the listed acts by a covered company, its named subsidiary or affiliate, a nationally recognized statistical rating organization, or an officer, employee, contractor, subcontractor, or agent, because of the protected provision of information or assistance. The lawyer decides which statute applies and what support to offer. Neither opened page states a workplace support plan.
Written for / version: United States versionUS

Who does what

Who does what
Role	What they do
Assistance	Consider narrowly defined preparation support after confirming 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.

Review operative clauses in the complete document, including definitions, cross-references, schedules and inconsistencies with the instructions.
Verify the applicable jurisdiction and the version of each relevant law, rule or instrument in force at the material time.
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.