Interactive Demo

From Case Files to Mediation Brief

Watch a complete mediation brief come together. See exactly how AI transforms hours of document preparation into minutes of review.

verified_user SOC 2 Type II Compliant
security HIPAA Secure
gavel California State Bar Approved
shield ISO 27001 Certified
2,500+
Briefs Generated
28x
Faster Than Manual
9.8/10
Quality Score
$150K+
Avg Cost Savings
Traditional
8-12 hours
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With Unikode
15 minutes
28x faster
1
Your Case
2
Analysis
3
Research
4
Draft
5
Complete
Step 1 of 5

Here's the Case

A wrongful termination claim with multiple causes of action. This is what you're working with.

folder_open Case Information

Matter Type Employment Discrimination
Venue Los Angeles Superior Court
Employment Period 5 years, 2 months
Annual Compensation $125,000 base + benefits

gavel Claims

check_circle Disability Discrimination (FEHA)
check_circle Failure to Accommodate (FEHA)
check_circle Retaliation for Medical Leave (CFRA)
check_circle Wrongful Termination in Violation of Public Policy
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Step 2 of 5

Reading Your Documents

The system analyzes depositions, exhibits, and case files to extract key facts.

description
Plaintiff Deposition Transcript - Vol. I
142 pages, 38,247 words - Employment history (pp. 12-45), accommodation requests (pp. 67-89), termination meeting (pp. 112-138)
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PMK Deposition - Human Resources Director
89 pages, 23,156 words - Interactive process (pp. 45-67), ADA/FEHA policies (pp. 78-85), termination approval (pp. 86-89)
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Supervisor Deposition - Direct Manager
67 pages, 17,892 words - Performance history (pp. 8-24), schedule conflicts (pp. 31-45), termination recommendation (pp. 52-65)
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Exhibits A-W (23 documents, 847 pages total)
Personnel file (Ex. A-D), email chains (Ex. E-K), performance reviews (Ex. L-O), medical certs (Ex. P-S), HR notes (Ex. T-W)
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lightbulb Key Facts Extracted from Depositions
Plaintiff Depo. Vol. I, 45:12-18: "I told my supervisor I needed to adjust my schedule for medical appointments. He said 'we'll figure it out' but nothing changed for the next three months."
Plaintiff Depo. Vol. I, 89:3-9: "I submitted my accommodation request in writing on March 12th. I have the email with the date stamp. No one from HR ever contacted me about it."
Exhibit L (Performance Review, dated June 15): Rating dropped from "Exceeds Expectations" to "Needs Improvement" - 3 months after disability disclosure. No documented incidents or PIP issued.
PMK Depo., 56:7-15: "The interactive process? I don't recall any specific meetings about that. We have a general policy but I wasn't personally involved..."
Exhibit H (Email chain, April 4): Supervisor to HR Director: "We need to discuss [Plaintiff's] ongoing attendance issues" - sent 4 days after CFRA leave request was formally submitted.
Supervisor Depo., 58:22-59:8: "I recommended termination based on attendance. No, I wasn't aware of any pending CFRA request at the time I made that recommendation."
Exhibit T (HR Notes, April 18): Handwritten note: "Term approved by [VP Name]. Do not reference medical leave in termination letter per legal."
Timeline Analysis: 18 calendar days elapsed between CFRA leave request (April 1) and termination notice (April 19). Zero documented performance issues in prior 5.2 years.
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Step 3 of 5

Applying Legal Framework

Matching case facts to applicable statutes and legal standards.

Gov. Code 12940(a) Primary Authority
FEHA Disability Discrimination
"It is an unlawful employment practice... to discharge a person from employment... because of physical disability, mental disability, medical condition..."
Gov. Code 12940(m) Supporting Authority
Failure to Accommodate
"...to fail to make reasonable accommodation for the known physical or mental disability of an employee..."
Gov. Code 12945.2 CFRA Claim
California Family Rights Act
"...employer shall not discharge, fine, suspend, expel, or discriminate against any individual because of... exercise of the right to family care and medical leave..."
Tameny v. Atlantic Richfield Case Law
Wrongful Termination Standard
"When an employer's discharge of an employee violates fundamental principles of public policy, the discharged employee may maintain a tort action..."
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Step 4 of 5

Executing Legal Command

Running the mediation brief generation with all case data.

unikode cli
$ /jjlaw:mediation:create martinez --format both --quality-target 9.0
... Stage 1: Loading case manifest from ./00_case_info/case.manifest.json
... Stage 1: Processing 4 depositions (298 pages, 79,295 words)
... Stage 2: Extracting key facts from 23 exhibits (847 pages)
... Stage 2: 8 critical facts identified, 47 supporting facts indexed
... Stage 3: Applying FEHA (Gov. Code 12940) prima facie framework
... Stage 3: CFRA retaliation analysis - 4/4 elements satisfied
... Stage 4: Calculating damages: $482,500 economic + $150K-300K NIED
... Stage 5: Generating 12 document sections with 34 citations
... Stage 5: Adding Evidence Code 1119 confidentiality notice
... Validation: California Style Manual formatting verified
done Quality Score: 9.4/10 - Publication Ready
mediation-brief.docx

Confidential Mediation Brief

Prepared Pursuant to Evidence Code Section 1119

All communications made in the course of mediation are confidential and inadmissible pursuant to Evidence Code Sections 1115-1128.

I. Introduction

Plaintiff brings this action against Defendant employer for disability discrimination, failure to engage in the interactive process, failure to accommodate, retaliation for protected activity, and wrongful termination in violation of California's Fair Employment and Housing Act ("FEHA"), the California Family Rights Act ("CFRA"), and public policy.1

II. Statement of Facts

Plaintiff was employed by Defendant for over five years as a Senior Account Manager. Throughout tenure, Plaintiff consistently received positive performance evaluations, including "Exceeds Expectations" ratings.2 (Exhibit F, Personnel File)

Following disclosure of a qualifying medical condition and request for reasonable accommodation, Plaintiff's performance review was downgraded despite no documented performance deficiencies.3 The PMK for Human Resources testified: "I don't recall any specific meetings about that [the interactive process]." (PMK Depo., 112:7-15)

III. Liability Analysis

Under FEHA, to establish a prima facie case of disability discrimination, Plaintiff must show: (1) Plaintiff suffered from a disability or was regarded as having a disability; (2) Plaintiff was otherwise qualified for the position; (3) Plaintiff suffered an adverse employment action; and (4) Plaintiff's disability was a substantial motivating reason for the adverse action. Sandell v. Taylor-Listug, Inc. (2010) 188 Cal.App.4th 297, 310.4

IV. Damages Summary

Economic Damages:

Past Lost Wages (18 months): $187,500

Future Lost Wages (24 months estimated): $250,000

Lost Benefits Value: $45,000

Non-Economic Damages:

Emotional Distress: $150,000 - $300,000

Punitive Damages: Available under Gov. Code 12940 where employer acted with malice, oppression, or fraud

Quality Score
0.0
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Step 5 of 5

Ready for Review

Your mediation brief is complete. Here's what you saved.

Total Time

0:00
vs. 8-12 hours traditional preparation
9.4
Quality Score
28x
Faster
96%
Cost Reduction
description
mediation-brief-martinez.docx
24 pages, 8,542 words | 847 KB
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mediation-brief-martinez.pdf
Print-ready, CA Style Manual | 1.2 MB
code
quality-audit-martinez.json
34 citations verified, 0 errors | 12 KB
Generated by: /jjlaw:mediation:create martinez --format both --quality-target 9.0
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