Process compliance record
- Completeness 40% against 100%.
- Resolved in this review: 0 documents supplied, 0 confirmations.
Legal Intelligence
Internal Dispute and Grievance Management
Confidential, separated management of internal grievances, investigations, escalation workflows and evidence access, with the investigator, the respondent and the compla…
Demonstration: Calder & Rowe Manufacturing (fictional) · Manufacturing. Fictional data and a scripted answer.
The situation
- Organisation
- Calder & Rowe Manufacturing (fictional)
- Who is asking
- HR legal adviser
- Industry
- Manufacturing
- What happened
- A formal grievance is going to a hearing next week, and the adviser must confirm the file shows a fair process.
The question asked
Is the grievance file complete enough, on process and evidence, to hold the hearing?
What it reads, and who can see the result
- Grievance case file exportProcedural steps and documents held, without the substance of statements.
- Grievance policy documentThe company's own steps and time limits.
- Reads
- The list of procedural steps and which documents exist for each; not the substance of witness statements.
- Does not read
- Medical or personal information, or the statements themselves.
- Permission
- HR legal's access to case management.
- Who sees it
- HR legal, the hearing chair and the employee relations manager.
Try it
Resolve what is missing or out of date. Evidence counts only when it is attached, or when its owner confirms it is current; the sign-off needs the stated completeness.
40% complete · 100% needed
Receipt
- Grievance acknowledged in writing within 5 working days PresentLetter dated day 3
- Employee told of the right to be accompanied PresentIncluded in the acknowledgement
Investigation
- Investigator independent of the people involved StaleDeclaration signed before a reporting-line change
- Each witness interviewed and notes agreed MissingTwo of four sets of notes not signed off
Hearing
- Hearing invitation sent with the evidence pack, at least 5 working days before MissingNo invitation on file
- Chair trained and not previously involved PresentChair named; training record present
The answer
Simulated answer. Written for this fictional case, not produced by a live model. Only the figures in it are computed, from what you decided above.
The file is 40% complete; the hearing needs 100%.
Four of the six procedural steps are evidenced or can be [S1][S2]. Three items stand between the file and a fair hearing: the investigator's independence statement pre-dates a change in reporting lines, two sets of witness notes are not agreed, and no invitation with the evidence pack is on file.
These are the points an employment tribunal would look at first. Resolve them before the hearing: 3 still open (Investigator independent of the people involved; Each witness interviewed and notes agreed; Hearing invitation sent with the evidence pack, at least 5 working days before).
Relies on: S1 · Grievance policy, section 4S2 · Case file index (fictional case)
Review and approval
The HR legal adviser decides. Approving confirms the file meets the policy's procedural steps so the hearing may be held. It does not decide the grievance.
Not ready to approve. Evidence is 40% complete; the sign-off needs 100%.
In the product this is a different person with the right permission. Here you play that role to see the rule.
What it produces
Limits of this example
- The check covers process, not the merits of the grievance.
- Fairness also depends on how the hearing is conducted, which no file shows.
- This is a scripted demonstration on fictional data. No model was called and no real organisation, person or result is shown.
More in Legal Intelligence
- Global Legal ResearchResearch statutes, regulations, official decisions and legal developments by jurisdiction.
- Legal Applicability and ExposureDetermines which laws may apply from the entity, activity, contract, jurisdiction and legal triggers, and the exposure each implies.
- Contract IntelligenceExtracts obligations, unusual clauses, renewals, liability, indemnity, pricing, confidentiality and data-processing exposure from contracts, compared against approved co…
- External Disputes and LitigationTracks notices, claims, cases, counsel, deadlines, court events, holds, settlement workflows and outcomes.
- Legal Notice IntelligenceReceives and classifies legal notices, extracts dates, identifies potential deadlines and prepares draft responses for counsel to approve.
- Regulatory and Legal Change ImpactConnects verified regulatory developments to the contracts, processes, policies, entities and obligations they affect, and opens a governed review.
- Employment and Labour LawRegional employment-law obligations, agreements, policy review and labour-compliance support, tied to the workforce records the organisation already keeps.
- Corporate and Board GovernanceResolutions, delegated authority, board records, approvals, statutory responsibilities and governance evidence, kept as versioned records.
The Legal Intelligence story · This capability in the full register