For Legal Leaders

Stop being the last to know about decisions you're first to defend.

People Plan structures legal oversight at every stage: adverse impact analysis, individual legal flags, section-by-section sign-off, and a tamper-proof audit trail built for discovery.

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Sound familiar?

Receiving a fully formed RIF for sign-off with execution already scheduled and the budget locked

Discovering that a selected employee has an active EEOC charge after the list is final

Leaving sign-off comments in email with no tracking, no audit trail, and no way to enforce conditions

Routing severance language to outside counsel under deadline with no version history or response tracking

Having no structured way to verify the OWBPA disclosure list before it goes out to affected employees

Defending a termination decision where the documentation trail was assembled after the fact

Compliance Analysis

Adverse impact, WARN Act, and OWBPA in one view.

The compliance dashboard surfaces legal risks before the list reaches your desk: adverse impact by protected class, WARN Act thresholds, and the auto-generated OWBPA disclosure list. Legal oversight built in, not bolted on.

4/5ths rule and Fisher's exact test across all protected classes, with raw selection counts visible

WARN Act threshold calculations for federal and applicable state mini-WARN statutes

Auto-generated OWBPA disclosure list by age and job title for the defined decisional unit

Department risk scoring: flags where adverse impact documentation gaps are highest

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Legal Flags

Know about every at-risk employee before you review the list.

HR attaches legal flags to individual employees across four categories. Any selection involving a flagged employee requires explicit legal sign-off, enforced by the platform.

Active Litigation, EEOC Charge, Workers Comp, and Legal Hold flag types per employee

Flagged employees called out in compliance analysis with flag type, date, and HR notes attached

Filter the selection table to review all flagged employees as a group

Resolved flags retained in the audit trail, marked inactive and visible for historical context

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Ready to have counsel in the room before the list is final?

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Legal Review

Section-by-section sign-off. With conditions that stick.

Review across five compliance areas with section-level comments and severity ratings. Conditions are recorded verbatim and surface throughout execution; the team cannot overlook them.

Five structured review sections, each with independent comment threads and severity levels

Info, Warning, and Critical comment types; HR cannot close your comments unilaterally

Approved with Conditions records conditions verbatim in the audit trail

Rejected scenarios return to Draft; your original comments remain visible in the next review cycle

Section-by-section legal review workflow

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Selection Rationale

Every selection documented before it reaches your desk.

HR must record a business reason for every selection before submission. Performance selections enforce mandatory documentation notes, visible to you at review, not discovered in deposition.

Per-employee rationale code required before submission; no rationale, no approval

Performance selections enforce mandatory notes: PIP reference, review cycle, disciplinary record

Review rationale completeness as part of your sign-off workflow

Full rationale record exported with the scenario approval package

Outside Counsel

Route documents for external review. Without exposing the full scenario.

Send specific documents to outside counsel via secure token link; they see only what you send, nothing else in the platform. Their response is tracked by name and timestamp.

Set an expiration date on the link; revoke at any time before the reviewer responds

Reviewer can approve or flag changes with annotations

Full review record in the audit trail: snapshot, reviewer decision, and your response

Audit trail

Immutable log
Every action attributed to a named user with an exact timestamp. Entries cannot be edited or deleted.
SHA-256 signed export
Any post-export modification invalidates the hash, suitable for regulatory submissions and litigation discovery.
Seven-year retention
Independent of the employee data retention policy. Covers EEOC and ADEA recordkeeping minimums with margin.
Before/after values preserved
Every field change recorded in full, including selection reversals and re-entries.

Counsel in the room from day one, not day of.

See how People Plan puts counsel in the process from criteria review through execution, with the documentation record to defend every decision.

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