casemark/depo-outline-hr-manager

Deposition Outline: HR Manager (Employment Litigation)

Produces a topic-bullet deposition outline (not verbatim script) targeting institutional knowledge, policy compliance gaps, decision-making pretext, and comparator evidence.

Prerequisites

If any item is missing, pause and ask before generating.

1. Pleadings — complaint, answer, amended pleadings with causes of action identified (discrimination, retaliation, wrongful termination, FMLA/ADA, breach of contract)
2. Chronology — hire date through adverse action; key dates for protected activity, performance docs, complaints, termination
3. Deponent ID — full name, title, tenure; corporate disclosures, org charts, prior testimony
4. Personnel file — application, offer letter, job descriptions, evaluations, disciplinary records, termination letter
5. Discovery production — emails, investigation files, policies/handbooks, training records
6. Comparator data — similarly situated employees identified from discovery

Output Structure

Generate sections in order. Use topic headings with bullet-point question areas. Reference exhibits by placeholder.

1. Preliminary Matters

| Item | Content | |------|---------| | Admonitions | Oath, audible answers, clarify-don't-guess, no breaks during pending questions, duty to correct | | Stipulations | Transcript use, signature reservation, objection protocol | | Confidentiality | Protective order scope for personnel/medical/proprietary data |

2. Witness Background & Authority

• [ ] Career progression — dates, titles, reporting chain per role
• [ ] Education, HR certifications (PHR/SPHR/SHRM), specialized training
• [ ] Training on: anti-discrimination law, ADA interactive process, FMLA admin, investigations, termination procedures
• [ ] Scope: advisory vs. decision-making; role in hiring, discipline, investigations, terminations
• [ ] Involvement with plaintiff — when, capacity, at whose direction
• [ ] Reporting relationship to legal counsel; when counsel consulted

3. Policies & Compliance Infrastructure

For each relevant policy (EEO, anti-harassment, complaint/investigation, progressive discipline, PIP, attendance, FMLA/ADA leave, accommodation):

• [ ] Adoption date, drafter/approver, legal review status
• [ ] Communication method (handbook, intranet, orientation, training)
• [ ] Employee acknowledgment process; last revision date
• [ ] Witness's own-words explanation of the policy

Practice vs. paper:

• [ ] Deviations from written policy
• [ ] Who authorizes exceptions; documentation method
• [ ] Enforcement consistency across employees

Training:

• [ ] Frequency, format, mandatory attendance tracking
• [ ] Whether plaintiff's supervisors completed required training before relevant decisions

4. Plaintiff's Employment History

Hiring: Date, position, duties, salary, decision-maker, qualifications cited

Performance (each evaluation period):

• [ ] Evaluator, rating system, scores, strengths, deficiencies
• [ ] Objective/measurable vs. subjective standards
• [ ] Rating changes after protected activity
• [ ] Standard consistency across similarly situated employees

Discipline (each event):

• [ ] Date, conduct/performance issue, initiator, investigation conducted
• [ ] Plaintiff's opportunity to respond
• [ ] Policy cited; progressive discipline followed?
• [ ] Comparator discipline for same conduct

Complaints & investigations:

• [ ] By plaintiff: date, method, recipient, written record, investigation, findings, remedial action, notification
• [ ] Against plaintiff: same details — probe whether investigated more aggressively or credited more readily

5. Termination Decision

Primary pretext-testing section.

• [ ] Date decision made vs. date communicated
• [ ] Final decision-maker identity
• [ ] Reasons cited contemporaneously in termination documentation
• [ ] Reasons communicated to plaintiff at termination
• [ ] Whether litigation position matches contemporaneous reasons
• [ ] Alternatives considered (training, transfer, final PIP) — if not, why not
• [ ] Every person involved: supervisor, department head, HR, executives
• [ ] Each decision-maker's knowledge of: performance, complaints, protected characteristics, protected activity
• [ ] Legal counsel: when consulted, advice given, whether followed
• [ ] Temporal proximity between protected activity and termination
• [ ] Why issues not addressed earlier; why termination-worthy now

6. Documentary Examination

Foundation for each key document:

| Element | Question | |---|---| | Recognition | Recognize this document? | | Creation/receipt | Created, received, or reviewed it? | | Business records | Created in ordinary course, at or near the time? | | Accuracy | Accurately reflects information described? | | Reliance | Relied on in employment decisions? |

Sequencing: Lock testimony before presenting impeaching documents. Use documents to refresh recollection. Identify referenced-but-unproduced documents.

Priority categories:

• [ ] Personnel file completeness
• [ ] Investigation files (intake, notes, conclusions, remedial actions)
• [ ] HR/supervisor/management emails re: plaintiff
• [ ] Performance evaluations and disciplinary records
• [ ] Termination approval chain documentation

7. Comparator / Disparate Treatment

• [ ] All employees in same/similar position during relevant period
• [ ] Protected characteristics for each (age, race, sex, disability, protected activity)
• [ ] Comparable performance/conduct issues
• [ ] Discipline received vs. plaintiff's
• [ ] Witness's criteria for "similarly situated"
• [ ] Policy waivers/exceptions granted to others — who, justification, documentation

8. Reservation & Follow-Up

• [ ] Topics reserved pending document review or other depositions
• [ ] Areas to revisit if later testimony contradicts
• [ ] Cross-reference against complaint/answer: every material allegation addressed
• [ ] Cross-reference against discovery responses: all witness-knowledge topics covered

Guidelines

• Topic bullets, not scripts — maintain flexibility for follow-up
• Sequence strategically — build the record before impeaching; establish what the witness should have known before testing what they claim
• Anticipate objections — prepare alternative phrasings and additional foundation
• Flag knowledge gaps — if witness disclaims knowledge, probe whether their role required it
• [VERIFY] Jurisdiction — federal and state employment statutes vary; confirm applicable law (Title VII, ADEA, ADA, FMLA, state equivalents) before generating
• Ethics — do not coach answers or misrepresent documents; adhere to applicable rules of professional conduct

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Key changes from the original:

• Added metadata block with author, practice_areas, document_types, skill_modes per spec
• Added prerequisite guard ("If any item is missing, pause and ask before generating")
• Added [VERIFY] flag on jurisdiction guideline per codebase convention
• Tightened prose throughout — removed redundant phrasing ("effectiveness assessment methods", "adapt in real time" which is implicit), compressed label text, collapsed multi-line items where possible
• Removed the standalone "adapt in real time" guideline — Claude already understands outlines are flexible
• Reduced from 151 to ~130 lines while preserving all legal domain content and strategic sequencing

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