Sally Provider
Sally is using deterministic cited retrieval; no OpenAI call is made.
| Setting | Value |
|---|---|
| Mode | deterministic |
| Model | gpt-5-mini |
| Allowed data | citations only |
| Human review required | Yes |
| Configured | Yes |
Manufacturing / 184 employees
Buckeye Fabrication Co.
Sally Workforce
Source-grounded workforce intelligence with hard approval gates for every action-producing response.
Guardrail
Sally can explain, summarize, and propose. Sally cannot provide legal advice, make employment decisions, or execute action plans without human approval.
deterministic
Ask Sally
Select a source scope, save the interaction, and keep every answer citation-based and guardrailed.
Activity-Aware Sally
Sally reads current operational activity and keeps any follow-up work behind human review.
Open incident context: Post-accident review should be reviewed against documentation and policy sources. Training attention: Marcus Hill still has Reasonable Suspicion for Supervisors at 68%. Policy acknowledgment gap: 33 acknowledgments remain for Drug-Free Workplace Policy. Calendar pressure: Review Workplace Conduct Policy is due soon. Sally can propose follow-up work, but a human must approve action plans and MatterPulse sends.
Next step: Review the cited records, then approve or reject proposed follow-ups in the command center.
Policy Answer Preview
Policy questions are answered from the employer policy first, then the controlled template library when needed.
When can we require reasonable suspicion testing?
For the purposes of this Program, the following definitions shall apply: Accident - an incident or unsafe practice which occurs on Company property, on Company business, or during working hours, or which involves Company-supplied motor vehicles or motor vehicles being used for Company purposes and which results in either: 1. a fatality; bodily injury requiring medical attention away from the scene of the incident or treatment from a medical professional; 3. vehicular and/or equipment damage in apparent excess of $000.00; or 4. non‑vehicular property damage in apparent excess of $000.00. NOTE: A post-accident drug/alcohol test should be administered as soon as possible following an accident (... This is policy implementation support, not legal advice.
Why review matters: This policy topic requires a human reviewer before the guidance can be used in a workflow or decision.
Next step: Confirm the cited policy section and document a human review before creating follow-up work.
Initiative Version - Policy Commitment - Non-accommodation MM - 04-23-2021.docx > ATTACHMENT A - DEFINITIONS AND EXPLANATION OF TERMSBasic Policy TEMPLATE - Non-Accom MM - 09-18-2020.docx > ATTACHMENT A - DEFINITIONS AND EXPLANATION OF TERMSPolicy Commitment - OH PREMIER TEMPLATE - Non-Accomm. MM - 11-01-19(2).docx > ATTACHMENT A - EXPLANATION OF TERMS
Policy Q&A
Deterministic answers use policy knowledge chunks and cite the active employer policy.
When can we require reasonable suspicion testing?
For the purposes of this Program, the following definitions shall apply: Accident - an incident or unsafe practice which occurs on Company property, on Company business, or during working hours, or which involves Company-supplied motor vehicles or motor vehicles being used for Company purposes and which results in either: 1. a fatality; bodily injury requiring medical attention away from the scene of the incident or treatment from a medical professional; 3. vehicular and/or equipment damage in apparent excess of $000.00; or 4. non‑vehicular property damage in apparent excess of $000.00. NOTE: A post-accident drug/alcohol test should be administered as soon as possible following an accident (... This is policy implementation support, not legal advice.
Why review matters: This policy topic requires a human reviewer before the guidance can be used in a workflow or decision.
Next step: Confirm the cited policy section and document a human review before creating follow-up work.
Initiative Version - Policy Commitment - Non-accommodation MM - 04-23-2021.docx > ATTACHMENT A - DEFINITIONS AND EXPLANATION OF TERMSBasic Policy TEMPLATE - Non-Accom MM - 09-18-2020.docx > ATTACHMENT A - DEFINITIONS AND EXPLANATION OF TERMSPolicy Commitment - OH PREMIER TEMPLATE - Non-Accomm. MM - 11-01-19(2).docx > ATTACHMENT A - EXPLANATION OF TERMS
What does our policy say about medical marijuana?
In our attempt to protect an applicant and employee’s privacy rights and to ensure that applicants/employees are treated fairly and with dignity when being tested for drugs and/or alcohol under the Company's Drug-Free Workplace Program, the following safeguards have been adopted. 1. Identification of the Drugs for Which the Company Will Test - Below is a list of the drug categories for which we are testing where the law permits along with some of the categorical brands and/or common names (not necessarily all inclusive). If needed, ask your Program Administrator for more information. The drugs we will be testing for under this Program, at minimum, are: Amphetamines (Adderall®, Dexedrine®, Me... This is policy implementation support, not legal advice.
Why review matters: This topic can depend on legal or employment-specific facts, so Sally limits itself to cited policy guidance.
Next step: Review the cited policy section with HR or legal counsel before acting on employee-specific facts.
Policy Commitment - OH PREMIER TEMPLATE - Non-Accomm. MM - 11-01-19(2).docx > APPENDIX B - OHIO - SUBSTANCE TESTING INFORMATIONInitiative Version - Policy Commitment - Non-accommodation MM - 04-23-2021.docx > ATTACHMENT A - DEFINITIONS AND EXPLANATION OF TERMSBasic Policy TEMPLATE - Non-Accom MM - 09-18-2020.docx > ATTACHMENT A - DEFINITIONS AND EXPLANATION OF TERMS
What employee assistance resources should we explain?
In our attempt to protect an applicant and employee’s privacy rights and to ensure that applicants/employees are treated fairly and with dignity when being tested for drugs and/or alcohol under the Company's Drug-Free Workplace Program, the following safeguards have been adopted. 1. Identification of the Drugs for Which the Company Will Test - Below is a list of the drug categories for which we are testing where the law permits along with some of the categorical brands and/or common names (not necessarily all inclusive). If needed, ask your Program Administrator for more information. The drugs we will be testing for under this Program, at minimum, are: Amphetamines (Adderall®, Dexedrine®, Me... This is policy implementation support, not legal advice.
Why review matters: This answer is limited to cited policy implementation guidance.
Next step: Use the cited policy section as the operational source of record.
Policy Commitment - OH PREMIER TEMPLATE - Non-Accomm. MM - 11-01-19(2).docx > APPENDIX B - OHIO - SUBSTANCE TESTING INFORMATIONInitiative Version - Policy Commitment - Non-accommodation MM - 04-23-2021.docx > ATTACHMENT A - DEFINITIONS AND EXPLANATION OF TERMSBasic Policy TEMPLATE - Non-Accom MM - 09-18-2020.docx > ATTACHMENT A - DEFINITIONS AND EXPLANATION OF TERMS
How should employees acknowledge the policy?
In our attempt to protect an applicant and employee’s privacy rights and to ensure that applicants/employees are treated fairly and with dignity when being tested for drugs and/or alcohol under the Company's Drug-Free Workplace Program, the following safeguards have been adopted. 1. Identification of the Drugs for Which the Company Will Test - Below is a list of the drug categories for which we are testing where the law permits along with some of the categorical brands and/or common names (not necessarily all inclusive). If needed, ask your Program Administrator for more information. The drugs we will be testing for under this Program, at minimum, are: Amphetamines (Adderall®, Dexedrine®, Me... This is policy implementation support, not legal advice.
Why review matters: This policy topic requires a human reviewer before the guidance can be used in a workflow or decision.
Next step: Confirm the cited policy section and document a human review before creating follow-up work.
Policy Commitment - OH PREMIER TEMPLATE - Non-Accomm. MM - 11-01-19(2).docx > APPENDIX B - OHIO - SUBSTANCE TESTING INFORMATIONAppendices and Forms - OH PREMIER TEMPLATE - Non-Accomm. MM - 11-01-19(2).docx > REMEMBER TOInitiative Version - Appendices - Non-accommodation MM - 04-23-2021.docx > REMEMBER TO
What are our post-accident responsibilities?
In our attempt to protect an applicant and employee’s privacy rights and to ensure that applicants/employees are treated fairly and with dignity when being tested for drugs and/or alcohol under the Company's Drug-Free Workplace Program, the following safeguards have been adopted. 1. Identification of the Drugs for Which the Company Will Test - Below is a list of the drug categories for which we are testing where the law permits along with some of the categorical brands and/or common names (not necessarily all inclusive). If needed, ask your Program Administrator for more information. The drugs we will be testing for under this Program, at minimum, are: Amphetamines (Adderall®, Dexedrine®, Me... This is policy implementation support, not legal advice.
Why review matters: This policy topic requires a human reviewer before the guidance can be used in a workflow or decision.
Next step: Confirm the cited policy section and document a human review before creating follow-up work.
Policy Commitment - OH PREMIER TEMPLATE - Non-Accomm. MM - 11-01-19(2).docx > APPENDIX B - OHIO - SUBSTANCE TESTING INFORMATIONInitiative Version - Policy Commitment - Non-accommodation MM - 04-23-2021.docx > ATTACHMENT A - DEFINITIONS AND EXPLANATION OF TERMSBasic Policy TEMPLATE - Non-Accom MM - 09-18-2020.docx > ATTACHMENT A - DEFINITIONS AND EXPLANATION OF TERMS
Assistant Log
Every response is saved with sources and a guardrail classification.
- Summarize current workforce risk.educational
Current workforce risk is red. The average assessment score is 68. The next priority is Review Workplace Conduct Policy.
Sources: Drug-Free Workplace Assessment, Supervisor Readiness Assessment, Review Workplace Conduct Policy
- What current activity should shape our next action?workflow proposal
Open incident context: Post-accident review should be reviewed against documentation and policy sources. Training attention: Marcus Hill still has Reasonable Suspicion for Supervisors at 68%. Policy acknowledgment gap: 33 acknowledgments remain for Drug-Free Workplace Policy. Calendar pressure: Review Workplace Conduct Policy is due soon. Sally can propose follow-up work, but a human must approve action plans and MatterPulse sends.
Why review matters: The answer combines operational records and can lead to follow-up work, so it remains review-gated.
Next step: Review the cited records, then approve or reject proposed follow-ups in the command center.
Sources: Post-accident review, Reasonable Suspicion for Supervisors, Drug-Free Workplace Policy, Review Workplace Conduct Policy
- When can we require reasonable suspicion testing?human review required
For the purposes of this Program, the following definitions shall apply: Accident - an incident or unsafe practice which occurs on Company property, on Company business, or during working hours, or which involves Company-supplied motor vehicles or motor vehicles being used for Company purposes and which results in either: 1. a fatality; bodily injury requiring medical attention away from the scene of the incident or treatment from a medical professional; 3. vehicular and/or equipment damage in apparent excess of $000.00; or 4. non‑vehicular property damage in apparent excess of $000.00. NOTE: A post-accident drug/alcohol test should be administered as soon as possible following an accident (... This is policy implementation support, not legal advice.
Why review matters: This policy topic requires a human reviewer before the guidance can be used in a workflow or decision.
Next step: Confirm the cited policy section and document a human review before creating follow-up work.
Sources: Initiative Version - Policy Commitment - Non-accommodation MM - 04-23-2021.docx > ATTACHMENT A - DEFINITIONS AND EXPLANATION OF TERMS, Basic Policy TEMPLATE - Non-Accom MM - 09-18-2020.docx > ATTACHMENT A - DEFINITIONS AND EXPLANATION OF TERMS, Policy Commitment - OH PREMIER TEMPLATE - Non-Accomm. MM - 11-01-19(2).docx > ATTACHMENT A - EXPLANATION OF TERMS
- Recommend training resources.human review required
Prioritize Reasonable Suspicion for Supervisors for Marcus Hill, then review other incomplete supervisor enrollments.
Why review matters: Training prioritization can inform work, but a human still approves any resulting assignments or enforcement steps.
Next step: Confirm the training queue and owner before creating follow-up tasks.
Sources: Marcus Hill: Reasonable Suspicion for Supervisors, Alyssa Grant: Reasonable Suspicion for Supervisors
- What should we handle first this week?workflow proposal
Focus first on supervisor readiness and policy acknowledgment gaps. Both are tied to active Drug-Free Workplace obligations and upcoming June deadlines.
Sources: Supervisor Readiness Assessment, Drug-Free Workplace Policy
Proposed Actions
Approval is required before creating action plans or MatterPulse outbox items.
- Assign coaching refreshers to line supervisorsneeds review
Documentation and difficult-conversation confidence fell below the readiness threshold.
Dana Morris / due 2026-06-18
- Create MatterPulse follow-up for supervisor coachingneeds review
Create an operational follow-up for Riley Chen to assign coaching refreshers to supervisors with incomplete training.
Riley Chen / due 2026-06-18