HR teams: get cited answers on wage-hour, classification, leave, accommodations, and harassment in seconds.
Free first questions — no sign-up required.
HR sits at the intersection of FLSA, Title VII, ADA, FMLA, OSHA, and 50 state employment regimes. Justee's free legal AI chat for HR answers compliance questions in plain English with citations to DOL, EEOC, and state-specific labor codes. Free first questions; no signup.
HR-focused compliance Q&A.
Cites DOL, EEOC, OSHA, and state codes.
Free first questions; no signup.
Information, not legal advice.
Justee's legal AI chat for HR teams is grounded in primary U.S. employment-law sources: the Fair Labor Standards Act (29 USC §201 et seq.), Title VII of the Civil Rights Act (42 USC §2000e), the ADA (42 USC §12101 et seq.), FMLA (29 USC §2601 et seq.), OSHA (29 USC §651 et seq.), and state-specific labor codes. Authoritative agency guidance from the DOL Wage and Hour Division, EEOC, OSHA, and state labor agencies is layered into responses. The Society for Human Resource Management (SHRM) and the American Bar Association labor & employment section provide secondary cross-references. The chat provides legal information for HR professionals, not legal advice. For litigation, EEOC charges, or significant compliance matters, HR teams should engage employment counsel admitted in the relevant jurisdiction.
FLSA, Title VII, ADA, FMLA, state laws — cited answers.
IRS 20-factor and DOL economic-realities tests.
ADA interactive process, religious accommodation — EEOC-cited.
EEOC investigation guidance, reasonable-care defense.
No signup or credit card.
Information only — active EEOC charges need counsel.
Conversations are not attorney-client privileged.
EEOC and state-agency deadlines are short.
State employment law often exceeds federal.
AI cannot represent the company in proceedings.
Plain English; specify state and headcount where relevant.
AI returns answer with DOL/EEOC/state-code citations.
Upload policies, offer letters, or PIPs for review.
CEO & Founder, Justee
An HR director asked Justee whether a remote worker in California needed California-specific meal-break tracking. Justee cited California Labor Code §512 and IWC Wage Order requirements, recommending CA-specific timekeeping for the remote worker.
HR: "Do I need to track meal breaks for our remote worker in California?" — Justee cites Cal. Lab. Code §512 and IWC wage-order requirements.
Federal anti-discrimination agency.
Federal wage-hour guidance.
Federal workplace-safety guidance.
What Justee AI is — and what it is not. Justee AI is a software platform, not a law firm. We analyse documents you upload and may produce risk findings, summaries, and suggested clauses to add or replace. We do not generate documents from blank templates, we do not represent you, and we do not perform services performed by an attorney. Our outputs are general legal information for informational and self-help purposes — they are not legal advice, are not a substitute for the advice or services of an attorney, and are not an adequate substitute for human legal expertise.
No attorney in the loop. Justee AI is AI-powered. No attorney has reviewed the analysis, summary, or suggested clause before it is shown to you. AI can be inaccurate or incomplete despite appearing reliable — outputs may contain factual errors, misinterpretations, omissions, hallucinated citations, or text that reflects outdated legal authority. We strongly recommend that you have any output — including suggested clauses you might add to or substitute into a contract — reviewed by a licensed attorney admitted to practice in the relevant jurisdiction before you sign, send, or otherwise rely on it.
No attorney–client relationship. Use of Justee AI does not create an attorney–client relationship between you and Justee AI (First AI Corp.) or any of its personnel. Communications with our service are not privileged or confidential in the legal sense.
Consult a licensed attorney. Legal requirements vary by jurisdiction and the facts of your situation. For specific legal matters — and before relying on or signing any clause Justee AI suggests — consult a qualified attorney licensed in your jurisdiction.
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.
Both — specify your role for tailored answers.
Yes — specify state for jurisdiction-specific answers.
Yes. Upload policies for clause-level review.
Justee does not share conversations with third parties.
No. For active disputes, consult a licensed employment attorney.
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