File your workplace claim.
Know where and when to file. Make your case on paper. Mediate, settle or go to court. Loop in a lawyer to guide you.
From filing to a fair result
Inhouse guides every step, from the first filing to the final decision.
File with the right
agency, on time
- The agency and deadline that fit your claim: EEOC, your state, NLRB or OSHA
- Your charge narrative, written for the agency’s form, box by box
Build a record
that holds up
- A dated timeline and evidence summary that separate proof from belief
- A preservation letter and an exhibit index, with every document labeled
Answer their side,
point by point
- Your rebuttal to the employer’s position statement, backed by your records
- Indexed answers when the investigator asks for more, before the deadline
Mediate, settle
or go to court
- Mediation prep: your number, your must-haves and the mediator’s questions
- A court complaint that matches your charge, ready before your deadline
Pricing
Two ways to file
Do it yourself with expert AI. Bring in a lawyer when it counts.
Inhouse AI
Inhouse drafts your claim and guides every agency step.
- Which agency, law and deadline fit your claim
- Charges, rebuttals, mediation statements and court complaints
- A deadline checklist from your first filing to your hearing
- Step-by-step help with agency forms, interviews and mediation
Legal services
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24-hour money-back guarantee If you're not happy with the product or service, we'll refund everything.
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What we
see go wrong
Easy to avoid before you file. Hard to undo after.
Sending your claim to the wrong agency
An Oregon worker’s review request went to the wrong office, and the 15-day window closed. Confirm which agency handles each claim first.
Letting dates drift between documents
Two leave forms showed three different surgery dates. Pin every date to a record, like the operative note, before you file.
Putting every grievance in your rebuttal
Side issues and repeated facts bury your strong points and hand the employer easy targets. Lead with what you can prove.
Writing what you believe as fact
An evidence summary written as advocacy gets picked apart. Keep what you can prove apart from what you believe.
Reading a records request as a denial
When an investigator asks for more by a deadline, that’s a chance to respond, not a ruling. Send an indexed set of exhibits on time.
Adding new threats in the middle of a settlement
One worker almost added a new legal threat to a settlement letter, which would have turned a principled ask into a standoff. Keep each letter to one clear ask.
Results
Real examples of how we’ve helped people file claims.
With 13 days left to sue, an educator’s lawsuit had gaps. Inhouse closed them.
The right-to-sue letter started a 90-day clock, and a draft complaint was in hand. Inhouse matched every count to the EEOC charge, added the caregiving facts and built the filing and service checklist. It went in two days early.
2 days
to spare on a 90-day deadline
Every count matched to the EEOC charge
The county blamed low pay on a form for another job. Inhouse built the EEOC rebuttal on that gap.
Inhouse confirmed the $50,000 cap and drafted the terms. The worker went into EEOC mediation ready.
We explained that FMLA claims don’t go to the EEOC, sent the disability claim to California’s Civil Rights Department and drafted the narrative.
We walked through the form: discharge as well as discipline, complaints about working conditions, and no box for earlier NLRB charges.
We used the dated draft to show it was ready on time, and drafted a renewed request asking the agency to accept it late.
We explained that intake is a screening call, so no. Then we rebuilt the evidence summary to separate what you can prove from what you believe.
We explained how New Jersey law treats an ongoing pattern, and built the timeline to tell the story from the start.
We advised leaving it out. It’s protected expression and costs credibility, so we kept the rebuttal on the strongest points.
We explained it’s a chance to respond, not a decision, and drafted the response with an indexed set of exhibits.
Yes. We explained that using your legal rights isn’t disparagement, and drafted a counter that kept the terms mutual.
We advised a separate motion, since the remedies differ, then drafted both, plus the witness and exhibit list.
No. The notice beat the court’s 14-day rule by three days. We drafted the reply and a joint motion to adjust the schedule.
Related documents
EEOC charge
Your charge narrative, in the agency’s format.
Wage claim
Unpaid wages, with the facts and the law.
Retaliation complaint
An OSHA or whistleblower complaint, filed in time.
Demand letter
A clear ask to the employer before you file.
Unemployment appeal
Keep your benefits while the claim moves.
Case summary
Your case on a few pages, ready for a consult.
Timeline of events
Every date in order, ready for intake.
Exhibit list
Labeled exhibits that match your statement.
Evidence log
What you have, where it is and what it proves.
Witness declaration
A coworker’s account, in sworn form.
Evidence preservation letter
Make the employer keep records, emails and video.
Position statement rebuttal
Answer the employer’s claims one by one.
Investigator response
The records they asked for, indexed and on time.
Discovery requests
Ask the employer for what it has.
Mediation statement
Your number, your terms and your best facts.
Settlement agreement and release
Mutual terms, in plain words.
Civil complaint
A lawsuit that matches your charge, on time.
Motion
Answer their motions in court or arbitration.
Hearing outline
Your points, exhibits and likely questions.