HR files, emails, and performance reviews — one cited record.
Employment disputes generate discovery across HR systems, email archives, performance management platforms, and internal communications. CaseTime reads all of it and builds a cited chronology of the employment relationship — from hire to termination, with every action documented and every inconsistency flagged.
The paper trail exists. It's just in twelve different systems.
HR file from one system, emails from another, performance reviews from a third, Slack messages exported as PDFs. The employment relationship is documented — but the documentation is scattered across platforms and file formats. CaseTime reads everything and assembles the timeline.
See the pattern of conduct, not the pile of exports.
Months of a case, readable in a minute
A sample of what CaseTime builds from an ordinary employment dispute record. Every entry is labeled and cites the document and page it came from.
Employee hired as Senior Account Manager; offer letter confirms at-will employment with 90-day probation. HR 01, p. 1
Annual performance review rates employee "Exceeds Expectations" across all categories. HR 04, p. 3
Employee files internal complaint with HR regarding discriminatory comments by supervisor. HR 06, p. 1
Two weeks after complaint, performance improvement plan (PIP) issued citing "communication concerns." HR 07, p. 2
No documented performance issues between Jan 2024 review and PIP — 8-month gap with no warnings, write-ups, or coaching notes. HR 04, p. 3 HR 07, p. 1
Termination letter states employee "failed to meet performance standards" — PIP was issued 6 weeks prior with no documented follow-up meetings. HR 09, p. 1
One record, every kind of employment matter
Whatever shape the case takes, the work is the same: get the record in order, keep it cited, and know what it shows.
Wrongful termination
Offer letters, performance reviews, disciplinary records, the termination letter, and everything in between. CaseTime builds the full employment timeline and flags where the stated reason for termination is unsupported by the documented record.
Discrimination claims
HR complaints, investigation notes, comparator evidence, and employment actions. CaseTime maps protected characteristics, complaints, and adverse actions into a single chronology where patterns of disparate treatment become visible and cited.
Sexual harassment
Complaints, witness statements, investigation records, communications, and employer responses. CaseTime organizes the sequence of reported conduct, employer knowledge, and remedial action — or the absence of it — with every entry cited to the source.
Wage and hour disputes
Timesheets, pay stubs, employment agreements, company policies, and communications about hours worked. CaseTime reads them all and maps what was worked against what was paid, identifying discrepancies with citations to the underlying records.
Retaliation cases
Protected activity, subsequent adverse actions, and the timeline between them. CaseTime places complaints, EEOC filings, and leave requests alongside disciplinary actions, demotions, and terminations — the chronology speaks for itself.
Non-compete/trade secret
Employment agreements, non-compete clauses, confidentiality provisions, departure communications, and competitive activity evidence. CaseTime builds the timeline of obligations, separation, and alleged violations with every claim tied to the contract language.
FMLA/leave violations
Leave requests, medical certifications, employer communications, and return-to-work records. CaseTime tracks the leave timeline against employer actions and flags interference or retaliation patterns with citations to each document.
Whistleblower protection
Internal reports, regulatory complaints, employer responses, and subsequent employment actions. CaseTime maps the sequence from protected disclosure through adverse action, with every step documented and cited to the record.
Built for the people working the employment case
See the pattern the employer doesn't want documented
The chronology of protected activity followed by adverse action, the gap in the performance record, the PIP that appeared after the complaint. CaseTime builds it from the documents and cites every entry. See CaseTime for attorneys.
Review the record before the EEOC responds
See the full employment timeline as it will appear in discovery. Identify documentation gaps, inconsistencies, and unsupported claims before the agency or opposing counsel does. See CaseTime for attorneys and for law firms.
Audit the paper trail before litigation begins
Upload the employment file and see how the documentation reads as a chronology. Identify where the record supports the employment decision and where it doesn't — before it becomes an exhibit.
The employment record, in order. Every action documented.
In an employment dispute, the difference between a documented pattern and a coincidence is the whole case. CaseTime never blurs it: every statement is labeled fact, claim, court order, or AI observation; every answer cites its document and page; and when the record is silent, it says so. It never drafts filings, and it is not legal advice — it is the record, made legible.
Employment law questions, answered
How does CaseTime help with employment cases?
CaseTime reads HR files, emails, performance reviews, internal communications, and policy documents and builds a cited chronology of the employment relationship. It maps the timeline from hire to termination, flags inconsistencies between documented performance and adverse actions, and identifies gaps in the paper trail.
Can it identify retaliation patterns?
Yes. CaseTime builds a chronology that places protected activity — complaints, EEOC filings, leave requests — alongside adverse employment actions, with dates and citations for each. The proximity and sequence become visible in the timeline without editorial commentary.
Does it handle email and chat exports?
Yes. CaseTime reads PDF and text exports from any platform — Outlook, Gmail, Slack, Teams, or any other system that produces exportable records. Messages are placed on the employment timeline in chronological order with citations to the source export and page.
Is employee data secure?
Yes. All data is encrypted in transit and at rest. Access is controlled per matter, and employee data is never shared with third parties or used for model training.
What does it cost?
A free 30-day trial, then $250 per matter as one flat fee — not a subscription. 25GB of storage is included, with additional storage at $50 per 25GB. Firms handling many employment matters can book a demo for volume pricing.