This page lists three turns, the messages you send to the AI one after another in the same chat, and then a check of the answer. Keep it open next to your chat. Each turn shows the next thing to paste, with the values you entered already filled in. Nothing is sent from this page, and your conversation stays in the AI tool you are using.
Paste the full agreement plus any restrictive-covenant or equity exhibits.
Title, tenure, age, compensation, equity outstanding, and the stated reason for separation.
Where the employee worked. Release language and covenant enforceability turn on it.
Any complaint, leave, accommodation request, or selection pattern that gives the employee a claim worth naming.
What the employee most wants improved. It decides where the leverage gets spent.
Watch for these throughout
Release language is state-specific: California requires an explicit Civil Code § 1542 waiver, and several states require named-statute recitals. Confirm the local formula rather than accepting the model's phrasing.
The FTC non-compete rule was set aside in Ryan v. FTC (E.D. Tex. 2024). Enforceability now turns entirely on state law, which has changed repeatedly since. Verify the current rule in the employee's state.
OWBPA defects void only the ADEA release; the rest of the release survives. Treat a defect as negotiating leverage, not as permission to ignore the agreement.
Equity outcomes usually live in the plan document and grant notice, not in the separation agreement. A review based only on the agreement will miss forfeiture and exercise-window traps.
Do not paste a client's agreement into any tool unless your engagement terms and your firm's AI policy allow it; separation agreements are confidential by their own terms.