Mitigate Legal Risk in Separations

Pre-Termination Risk Intelligence Implement a comprehensive pre-termination risk assessment that evaluates documentation completeness, legal exposure, protected class analysis, and severance modeling — ensuring every separation is defensible and compliant. Documentation Completeness Audit AI scans the Vault for the employee's file: performance reviews, PIP documents, written warnings, coaching notes, and acknowledgment signatures. Generates a 'Readiness Score' (0-100). Protected Class Analysis Cross-reference the employee's demographics against recent

department-level termination patterns. AI flags if this termination would create a statistical anomaly (e.g., 3rd female engineer terminated in 6 months). Comparative Treatment Review AI analyzes how similarly-situated employees (same role, same performance issues) were treated. Flags inconsistencies that could support a discrimination claim. Severance Cost Modeling Based on tenure, salary, state law requirements, and litigation risk score, AI recommends a severance package that minimizes total cost of separation (severance + legal defense + potential

judgment). Exit Checklist Generation AI generates a compliance-perfect exit checklist: COBRA notice timing, final paycheck law by state, equity vesting acceleration review, non-compete enforceability assessment, and reference policy brief. Always run the comparative treatment analysis BEFORE the termination meeting — discovering a pattern afterward is too late. Document the business rationale separately from performance concerns — 'position elimination' and 'for cause' require different evidence standards. Include a 'cooling off' step — AI flags if the

termination decision was made within 48 hours of a triggering event (complaint, FMLA request). Don't proceed with a Readiness Score below 70 — incomplete documentation is the #1 driver of wrongful termination settlements. Don't use subjective language in the termination letter ('attitude problem', 'not a culture fit') — these are litigation magnets. Don't skip the WARN Act check for involuntary workforce reductions involving 50+ employees at a single site. The 'Red Flag' Proximity Alert AI should automatically flag if the employee filed any of the

following within the last 12 months: EEOC complaint, workers' comp claim, FMLA request, whistleblower report, or ADA accommodation request. Temporal proximity to these protected activities dramatically increases retaliation claim exposure.