Workers and HR: get cited answers on wage, hour, classification, harassment, and retaliation in seconds.
Free first questions — no sign-up required.
Employment-law questions span federal (FLSA, Title VII, ADA, FMLA) and state (wage, paid leave, non-compete) frameworks. Justee's AI chat for employment law answers in plain English with citations to DOL, EEOC, and state-specific labor codes. Free first questions, all 50 states.
Covers wage, hour, classification, leave, harassment, retaliation.
Cites DOL, EEOC, and state labor codes.
Free first questions; no signup.
Information, not advice.
Justee's AI chat for employment-law questions is grounded in primary U.S. employment-law sources: the Fair Labor Standards Act (29 USC §201 et seq.) for wage and hour, Title VII of the Civil Rights Act of 1964 (42 USC §2000e) for discrimination, the Americans with Disabilities Act (42 USC §12101 et seq.), the Family and Medical Leave Act (29 USC §2601 et seq.), and state-specific labor codes (e.g., California Labor Code, New York Labor Law). Authoritative agency guidance from the Department of Labor (Wage and Hour Division), EEOC, OSHA, and state labor agencies is layered into responses. Secondary cross-references include the American Bar Association and Cornell Legal Information Institute. The chat provides legal information, not legal advice; for litigation or complex disputes, consult a licensed attorney.
Overtime, minimum wage, off-the-clock — DOL and state-aware.
Employee vs. contractor — IRS and DOL tests cited.
Title VII, ADA, ADEA — EEOC guidance cited.
FMLA, state paid-leave, ADA accommodation — cited per jurisdiction.
No signup or credit card.
Information only — discrimination claims need counsel.
Conversations are not attorney-client privileged.
EEOC and state agency filing deadlines are short — verify with counsel.
State employment law often exceeds federal protections.
AI cannot file EEOC charges or represent you.
Plain English; specify state and your role (worker/HR).
AI returns answer with DOL, EEOC, or state-code citations.
Upload offer letters, severance agreements, or PIPs for review.
CEO & Founder, Justee
An employee asked Justee whether their employer's 60-day waiting period for FMLA leave was lawful. Justee cited 29 USC §2611(2)(A) (12-month / 1,250-hour eligibility) and explained that 60-day waits beyond the 12-month threshold are unlawful — letting the employee file an FMLA request immediately.
User: "My employer says I have to work 18 months before I can take FMLA — is that legal?" — Justee cites the 12-month / 1,250-hour FMLA eligibility statute.
Federal wage-hour guidance.
Federal anti-discrimination agency.
Federal workplace-safety guidance.
Not Legal Advice: The information and analysis provided by Justee AI is for general informational purposes only and does not constitute legal advice. While we strive to provide accurate and helpful information, our AI-powered service is not a substitute for professional legal counsel.
No Attorney-Client Relationship: Use of Justee AI does not create an attorney-client relationship. Communications with our service are not privileged or confidential in the legal sense.
Consult a Professional: For specific legal matters, we strongly recommend consulting with a qualified attorney licensed in your jurisdiction. Legal requirements vary by location and circumstances, and only a licensed attorney can provide advice tailored to your specific situation.
Performance Estimates (*): All statistics, metrics, and numerical claims on this page — including review times, cost comparisons, accuracy percentages, and database size — are estimates based on internal testing, industry research, and typical use cases. Actual results vary based on document type, complexity, length, jurisdiction, and other factors. Cost comparisons reference publicly available average attorney rates and are not guaranteed savings. "1M+ laws and regulations" refers to the breadth of Justee's reference database and does not imply that every provision is checked against every law for every document.
By using our service, you acknowledge that you have read and agree to our Terms of Use and understand the limitations of AI-powered legal analysis. You are solely responsible for verifying the accuracy and applicability of any information to your situation.
Wage-hour, classification, FMLA, ADA, Title VII, retaliation, harassment, severance, non-competes.
Yes — specify your state for jurisdiction-specific guidance.
It explains the process and timeline; filing should be done with attorney guidance.
Yes — documents are encrypted.
No. For active disputes, consult a licensed employment attorney.
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