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employment-law
Read-only employment-law research: 140K+ rulings, employer track records, rights & EEOC guides.
Tools
9
GitHub stars
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Installs / wk
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streamable-http
Last checked
28h ago
Tools & capabilities
9 toolsRead from the running server on 28h ago.
explain_my_rights
read-only
issuestateprotected_class
Explain which federal (and state, if a state is given) employment laws may protect a worker based on the type of issue (e.g. discrimination, harassment, retaliation, wrongful termi… Explain which federal (and state, if a state is given) employment laws may protect a worker based on the type of issue (e.g. discrimination, harassment, retaliation, wrongful termination) and/or the protected class involved (e.g. race, sex, age, disability, pregnancy). Returns the relevant statutes with citations, who they cover (employer-size thresholds), filing deadlines and agencies, and available remedies. Use this to ground an answer about a worker’s legal protections. Deadline guidance covers private-sector and state/local government workers; federal employees follow a separate process with a much shorter deadline (45 days to contact their agency's EEO counselor). Educational information, not legal advice.
find_employment_attorney
read-only
latlngcitylimitstatelanguage
+4
Find public-source employment-law attorney listings near a US location. Returns source-attributed identity, firm, location, and contact data sorted by proximity. Person-specific fi… Find public-source employment-law attorney listings near a US location. Returns source-attributed identity, firm, location, and contact data sorted by proximity. Person-specific filters and fields apply only where the underlying directory supports them; Google Places metrics are labeled as firm/office listing data, never individual ratings. Listings are not state-bar verification or an endorsement.
find_similar_cases
read-only
statelaw_idsindustryclaim_typesemployer_nameprotected_classes
Given the facts of an employment situation — claim types, protected class, employer, state — analyze how similar real cases in the corpus were decided. Returns the aggregate plaint… Given the facts of an employment situation — claim types, protected class, employer, state — analyze how similar real cases in the corpus were decided. Returns the aggregate plaintiff (employee) win rate, settlement rate, typical damages range, the factors that most helped employees win vs. lose, and a few representative example cases. This is the highest-value grounding tool for 'what are my chances / what matters' questions. Educational statistics, not a prediction or legal advice.
get_attorney_track_record
read-only
limitattorney*
Given an employment attorney name (or profile slug), return the federal employment-law cases on file in which that attorney appeared — case caption, court, year, nature-of-suit, an… Given an employment attorney name (or profile slug), return the federal employment-law cases on file in which that attorney appeared — case caption, court, year, nature-of-suit, and the side they appeared for when on record. Use this when a user names an attorney and wants their public litigation history. Facts only, sourced from federal court dockets. Attorney identities are algorithmically matched; ambiguous and lower-confidence matches are excluded. One case is one normalized court+docket number, so duplicate source rows do not inflate the count.
get_corpus_stats
read-only
Return live statistics about the Workers' Rights corpus: total number of court rulings in the research corpus, number of public attorney listings, number of monitored legal data so… Return live statistics about the Workers' Rights corpus: total number of court rulings in the research corpus, number of public attorney listings, number of monitored legal data sources, the date the corpus was last updated, and the distribution of case outcomes across the analyzed rulings. Use this to establish scale/credibility or to answer 'how much data do you have / how current is it'.
get_eeoc_process
read-only
stage
Plain-English guide to the 9 stages of an EEOC discrimination/retaliation charge, from pre-filing through resolution. Call with no arguments for an overview of all stages with typi… Plain-English guide to the 9 stages of an EEOC discrimination/retaliation charge, from pre-filing through resolution. Call with no arguments for an overview of all stages with typical durations; call with a stage number (1-9) for a deep-dive on that stage: what to expect, how long it takes, the key tip, and do/don't guidance. Use this whenever someone asks what happens after filing with the EEOC, how long the process takes, what a position statement or rebuttal is, or what to do at the stage they are currently in. Covers private-sector and state/local government workers; federal employees follow a separate EEO process with a much shorter deadline (45 days to contact their agency's EEO counselor).
get_employer_track_record
read-only
limitemployer*
Given an employer/company name, return distinct federal cases and trusted published opinions that involve that employer, the breakdown of outcomes (employee wins, employer wins, se… Given an employer/company name, return distinct federal cases and trusted published opinions that involve that employer, the breakdown of outcomes (employee wins, employer wins, settlements, dismissals), the most notable recent opinions, AND the count of federal docket records on file (cases that may not have a written opinion). Use this when a user names their employer and wants that company's litigation history + footprint.
get_evidence_preservation_checklist
read-only
group
Concrete checklist for a worker who senses termination coming or is in a deteriorating work situation: what to save (emails, chat DMs, performance reviews, HR records, pay records)… Concrete checklist for a worker who senses termination coming or is in a deteriorating work situation: what to save (emails, chat DMs, performance reviews, HR records, pay records), in what order, and how to do it without crossing lines — preserving your own employment record is legal; taking company IP is not. Use this whenever someone says they think they are about to be fired, fears retaliation is escalating, mentions a PIP or sudden access changes, or asks what to do before reporting discrimination. Sections: 'today' (highest-leverage, minutes matter), 'this-week', 'quiet' (low-priority prep). Time-sensitive — employers often revoke system access during the termination call itself.
search_rulings
read-only
lawcourtlimitquerystatecircuit
+3