Employment Dispute Presentation Deck

What a good one includes

• A high-level executive summary that outlines the parties involved, the nature of the dispute, and the primary objective of the presentation.
• A detailed chronological timeline of key events, supported by dates, specific incidents, and corresponding exhibits or evidence.
• An explicit alignment of the facts with specific company policies, employee handbook clauses, or local labor laws that have been violated.
• A slide summarizing key evidence, including performance reviews, communication logs, witness statements, and relevant HR records.
• An objective assessment of the dispute's operational, financial, and reputational impact on the organization if left unresolved.
• A clear slide detailing realistic, actionable paths to resolution, such as settlement terms, mediation steps, or policy changes.

Common mistakes to avoid

• Allowing emotional language or subjective bias to creep into the slides rather than sticking to objective, verifiable facts.
• Overloading the slides with walls of text instead of using clear bullet points and reserving detailed commentary for the speaker notes.
• Failing to clearly articulate the potential liability or litigation risks of not settling the dispute early.
• Leaving the presentation open-ended without presenting a concrete, actionable request or proposed resolution for the decision-makers.

Frequently asked questions