Retaliation Checker User Guides
Discover step-by-step guides on manager checks, FMLA/ADA compliance rules, team collaboration workflows, customized employee handbooks, and API integrations.
🏁 Getting Started & Basics
Learn how to set up your account, complete your first compliance scan, and understand the basic risk metrics. This guide details how to navigate the user workspace, interpret the scoring system, and use our one-click neutral rewrites to adjust supervisor wording drafts efficiently. Perfect for new HR generalists and team managers starting their onboarding process.
- Quick Start: Running Your First Risk Scan
- Understanding Daily & Monthly Scan Quotas
- Data Retention Policies: Pro (365d), HR (2yr), SMB (3yr)
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⚖️ Labor Law Compliance
Delve into deep-dive compliance guides explaining federal leave regulations, Americans with Disabilities Act interactive dialogue requirements, and EEOC retaliation standards. Learn about temporal proximity risk traps, how to draft warning letters without interference signals, and how to consistently document attendance gaps objectively using proven SaaS guardrails.
- No-Training Policy & Data Minimization
- Removing Personal Identifiers (PII) before scanning
- Handling PHI & Sensitive Medical Details
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🤝 HR Workflows & Reviews
Master the HR review workflow to audit, edit, and approve manager drafts before they are sent to employees. Discover how to create collaborative workspaces, assign reviews to specific team members, track progressive discipline steps, and export clean, legal-ready reports. Maintain a consistent compliance audit trail across your entire organization.
🏢 Enterprise & Admin Setup
Configure advanced enterprise settings, manage secure single sign-on (SSO) integrations, customize role-based collaborator seats, and provision developer API tokens. Learn how to import your corporate employee handbook into our grounding model to enforce internal policies and regional labor guidelines programmatically across frontline teams.
Quick Start Compliance & Documentation Guide
Frontline supervisors are an organization's first line of defense against costly employment litigation. However, they are also the most frequent source of discoverable retaliation evidence due to emotional, subjective, or poorly worded employee messages. To help your team transition to compliant, objective communication, follow this four-step quick start framework:
1. Observe and Document Actions, Not Attitudes
When counseling an employee, never write about their "attitude", "motivation", or "engagement levels". These are highly subjective labels that can hide underlying bias. Instead, document observable, verifiable facts: the exact dates of tardiness, specific deadlines missed, or concrete policy expectations that were not met.
2. Isolate Protected Leaves from Performance Standards
If an employee is utilizing approved FMLA leave or requesting ADA accommodations, separate these topics entirely from performance discussions. Adjust their output expectations and sales quotas proportionally for any protected time off. Never penalize an employee for using legally protected time, and ensure warning letters do not mention medical circumstances.
3. Verify Progressive Discipline Consistency
Courts evaluate retaliation claims using the "pretext" standard, checking if the employer treated the protected employee differently than others. Before issuing a written warning, verify that the same disciplinary steps and policy standards have been consistently applied to all team members in similar roles. Consistent treatment is your strongest defense.
4. Maintain Secure, Separate Records
Store all coaching notes, accommodation records, and warning letters in a secure, centralized HR system. Do not leave performance documentation in shared Google docs, public Slack channels, or personal manager notebooks. Keeping records isolated protects employee privacy and establishes a reliable, chronological audit trail that can be defended in court if a dispute arises.