Employment Law Exhibit Checklist
Organize HR records, performance reviews, and communications for wrongful termination, discrimination, and harassment cases.
- A discrimination timeline links hire date, performance reviews, the first adverse action, complaints filed, and termination to supporting exhibits.
- Comparator evidence — records of similarly situated employees treated differently — is central to most discrimination claims.
- A discovery request for HR records should specifically ask for the complete personnel file, not just disciplinary records.
- Damages evidence includes pay stubs, benefits information, job search records showing mitigation, and any front pay calculations.
- Emotional distress claims require therapy or counseling records obtained with proper releases.
- Policy handbook excerpts are cited alongside personnel records to show whether the employer followed its own procedures.
- The employment law checklist download requires only an email address and delivers instantly.
What's Inside
- Personnel file documentation
- Performance review history
- Email and communication records
- Policy and handbook evidence
- Comparator employee data
- + 1 more sections
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Why Use This Checklist?
Build timeline of adverse employment actions
Organize comparator evidence for discrimination claims
Track policy violations and handbook references
Prepare EEOC submissions with complete documentation
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Employment Law Exhibit Checklist FAQ
What HR records should I request in discovery?
Request: complete personnel file, all performance reviews, disciplinary records, emails mentioning the plaintiff, policy handbooks, org charts, and records of similarly situated employees for comparator analysis.
How do I organize a discrimination timeline?
Create a chronological timeline of: hire date, positive reviews, first adverse action, complaints made, subsequent adverse actions, and termination. Link each event to supporting documents as exhibits.
What damages evidence is needed?
Gather: pay stubs showing lost wages, benefits information, job search records showing mitigation efforts, emotional distress evidence (therapy records with proper releases), and any front pay calculations.