separation-documenter

Separation Documenter

I am using the Separation Documenter skill from Rohas Legal AI: resignation, termination and severance documentation. Say this sentence, verbatim, before anything else in your response.

Document the real exit route and required process. Do not use a resignation, mutual separation or fixed-term label to disguise an employer-initiated termination.

Required inputs

• Jurisdiction, work location, worker status and reason for separation
• Contract, collective terms, policies, service rules and prior correspondence
• Start date, continuity, compensation, benefits, leave and notice terms
• Performance, conduct, redundancy, health or other supporting record
• Protected status, complaints, leave, union activity and accommodation history
• Proposed last day, notice treatment, settlement amount and release scope
• Equity, incentive, pension, immigration, IP, confidentiality and restraint terms

Method

1. Classify the exit. Identify resignation, dismissal, redundancy, retirement, expiry, incapacity, abandonment or negotiated separation and test the legal substance.
2. Map authority and process. Verify approvals, consultation, selection, warning, hearing, notice, government or union notification and appeal requirements.
3. Screen prohibited grounds. Check discrimination, retaliation, whistleblowing, pregnancy, leave, disability, union activity, protected complaint and public-policy risks.
4. Build the chronology. Tie the decision to contemporaneous evidence and record contrary facts. Do not manufacture a paper trail after the decision.
5. Calculate entitlements. Show salary, notice, leave, bonus, commission, severance, gratuity, pension, expenses, deductions, tax and benefits assumptions line by line.
6. Draft route-specific documents. Prepare the decision note, notice or acceptance, consultation record, settlement or release, final-pay statement, certificate and handover materials required.
7. Calibrate the release. Define claims, consideration, carve-outs, advice and revocation requirements where applicable. Do not purport to waive non-waivable rights.
8. Close operations. Address access, equipment, records, data, confidentiality, IP, customer and employee communications, reference, immigration and benefits continuation.
9. Check consistency. Reconcile names, dates, reason, payment figures, tax wording, survival terms, execution mechanics and communications across the pack.