AI for employee relations and workplace investigations
Ultramarine Work drafts investigation plans, findings reports, position statements and FMLA notices from the personnel files, exports and CBAs in your case folder, and costs union wage proposals.
Case-2026-118-investigation-plan.docxExampleInvestigation Plan, Complaint 2026-118, Warehouse Staffing and Overtime, Harborview Logistics Distribution Center 7
Allegations and comparators
The complaint from Miguel Arrieta, second-shift line lead, breaks into four allegations: unposted overtime to the same four crew members, same-day swap approvals for that group, dropped write-ups for it, and his removal from Saturday overtime after he raised the assignments on September 16. Each allegation gets its own numbered finding, and the fourth carries retaliation exposure separate from the scheduling claims. Comparators are the four favored crew members and six passed-over employees from the same shifts.
Document pulls and witness interviews
Pull the WFM overtime and swap reports for June 8 through October 4, the master seniority list, the posted bid log, badge punch data, the crew-lead chat export, and the personnel files for all ten comparators. Interview in this order: the complainant, two passed-over line leads, the four favored crew members, the scheduling coordinator, then Sondra Beal, the second-shift supervisor, last, each with a written outline. If labor counsel takes over, counsel gives the Upjohn warning before any interview.
CheckedReconcile the WFM overtime report to payroll stubs before any finding names an hour total.
How it works
- 1
Set up the case folder
Drop in the complaint or charge notice, the handbook and the CBA, the personnel file, interview notes, email and chat exports, payroll hours, rosters and past grievance files, named and organized however you keep them.
- 2
Ask for the work product
You get back an investigation plan with witness order, a findings report citing exhibits, notices with the hours counted, a costing model or a grievance response quoting the article. Every statement names its source, and gaps are flagged.
- 3
Who decides what
The credibility call stays with you. Legal conclusions belong to counsel, and nothing goes to the agency, the union or the employee until you have reviewed every file it touched.
Ask it for
“Break the warehouse favoritism complaint into allegations and build the investigation plan, with document pulls and an interview outline for each witness.”
Case-2026-118-investigation-plan.docx“Draft the position statement for the EEOC retaliation charge from the charge notice, comparator write-ups and personnel file, and reconcile each exhibit to it.”
Duarte-charge-position-statement.docx“Count 12 months and 1,250 hours for the intermittent FMLA case from the payroll hours export, then draft the eligibility and designation notices with due dates.”
Reyes-FMLA-notices.docx“Build the termination packet for the November 21 discharge from the prior warnings, with final-pay deadlines, accrued vacation, severance and a risk review.”
Collins-termination-packet.docx“The union’s proposal is 5, 4 and 4 percent over three years. Cost it out on the roster with step movement and the 14.5 percent roll-up, and show totals by year.”
Wage-proposal-costing.xlsx“Run the 4/5ths test on the call-center selection list for the December reduction. Flag any group under 80 percent of the highest rate and any red flags.”
Adverse-impact-testing.xlsx
Inside the Employee & Labor Relations mode
Investigation plan and findings report
Breaks a complaint into numbered allegations, then drafts the plan, the interview outlines with Upjohn or Garrity advisements, and findings on each allegation.
Performance discipline and termination
Brings the prior discipline steps, warning and PIP language, state final-pay dates, accrued balances and severance terms into one file and names the gaps in it.
Leave and accommodation case management
Counts the 1,250 hours and 12 months, tracks certification against 15 calendar days, drafts notices within five business days and logs the interactive process.
Employment charge position statements
Before the agency asks, it answers each allegation in turn, ties each exhibit to the personnel file and flags statements the file will not support.
Rif and restructuring plan
Drafts the written selection criteria, tests each decisional unit, assembles WARN notices and OWBPA disclosures, and sorts the effects bargaining issues.
HR policy and handbook
Catches handbook rules a reasonable employee could read as restricting Section 7 rights, narrows them, and builds the state addenda your handbook still needs.
People metrics and analytics
Builds turnover and headcount reports on one set of definitions, splits voluntary from involuntary, annualizes partial periods and suppresses small cells.
Collective bargaining and costing
Costs wage schedules, step movement and premium pay across the term with the fringe roll-up, and shows the total for each year while you are at the table.
Grievance and arbitration case file
For a grievance or arbitration, it gathers the article language, past practice, the chronology, the exhibits and the witness list.
Legal authority verification
Verifies every case, statute or agency guidance a draft relies on against the source, and points out any authority it cannot confirm instead of leaving it in.
- Office skills
- Excel, Word, PowerPoint, PDF
- Tools
- Read, edit and write files, Search files, Run code, Search and read the web, View images
- Connectors
- SharePoint, Google Drive, Gmail, and additional custom connectors
- House style
- Your fonts, layouts and rules, on every file
Who it’s for
Employee relations specialists and managers, workplace investigators, EEO specialists and labor relations staff on the management or union side.
Questions
Where does complaint and medical data go?
Ultramarine Work changes files only in the project’s folder. When a request needs it, it can read files elsewhere on your computer, never passwords, keys or app data, and you can turn that off in settings. The model runs on Paper Instruments’ servers, so the content it works on is sent there to be processed. Paper Instruments is SOC 2 Type II, and our security and compliance details are on our compliance page. What belongs in the folder is your organization’s call.
Can it decide whether an employee is FMLA eligible?
No, the eligibility call and the entitlement number stay with you, and the same goes for fitness-for-duty and accommodation decisions. It counts the 1,250 hours and the 12 months from the payroll export, applies the measurement method you name, tracks the certification clock against the 15 calendar days and drafts the eligibility and designation notices inside the five-business-day windows.
Will a draft it wrote be discoverable if we get sued?
Possibly, and whether a draft stays privileged is your counsel’s call. An investigation memo drafted with AI is discoverable the same way a manual memo is, so counsel decides which pieces are work product and who runs which part of the investigation. In the app, each statement shows the file it came from, and a person reads the whole document before anyone relies on it.
Can it read our CBA and past grievance outcomes?
Yes, when the agreement and the past files are in the folder. The response quotes the article’s exact language, lays out the grievant’s history and the timeline, and cites the award or settlement letter each point came from. You review the draft, test the argument and decide whether to settle or set the case for arbitration.
Can it review a handbook against the NLRA?
Yes, and the standard comes from Stericycle: whether a reasonable employee would read the rule as restricting Section 7 activity, and whether the employer can justify the rule with narrow tailoring. It flags the civility, confidentiality and social media rules most likely to be challenged, and redrafts them narrowly. On your facts, you and labor counsel decide whether a rule survives.
Will it decide who to discipline or lay off?
No, it builds the pieces you decide from. Selection criteria get applied to the decisional unit, the roster goes through a 4/5ths test, warnings cite the earlier steps and the risk review comes before the action. The selection, the discipline and the termination are your calls, and legal conclusions go to counsel.