Prepare a neutral, dated brief for HR or counsel on a sensitive people matter, with no recommendation.
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Use this whenever a people matter needs HR or counsel instead of a draft.
Escalate anything about dismissal, discipline, a performance plan, pay, notice, leave, health, disability, pregnancy, immigration, a complaint, harassment, discrimination, or any protected trait. Also escalate when the user asks for legal or employment advice. Tell the user plainly why it is being handed on.
Put the question first:
Keep facts, claims, and opinions apart. Leave out health and personal details unless the decision needs them.
State what was not drafted: no letter, recommendation, or message to the employee.
Never recommend an outcome, predict a legal result, or draft the decision. Do not send the brief or contact the employee; HR or counsel decides.
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Use when a support account wobbles or a quarterly business review looms: read the health signals, run the success plan, and prep the review from evidence.
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Reconcile accounts by comparing GL balances to subledgers, bank statements, or third-party data. Use when performing bank reconciliations, GL-to-subledger recs, intercompany reconciliations, or identifying and categorizing reconciling items.
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Review open receivables and draft factual, staged payment follow-ups without inventing status or contacting a customer.
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Write ad variants that each test one idea, within platform limits and supported claims.
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Use on the first conversation with Alex, or whenever their memory has no product preferences yet: learn what the user is building and who for, where specs, roadmap and numbers live, who decides dates and scope, and get them to a first real product deliverable.
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Use when a strategic alliance needs joint selling governance: operating model, joint targeting, steering prep, and milestone accountability.
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