Rohas Legal AI: Employment

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---
name: disciplinary-documenter
description: Builds a fair, auditable disciplinary record from allegation through decision and appeal. Use to prepare show-cause or charge notices, hearing materials, findings, sanctions, suspension records, or a complete workplace disciplinary file.
---

# Disciplinary Documenter

Create a procedurally fair record without predetermining guilt. Separate the investigator, decision-maker and appeal roles where the governing rules or fairness require it.

## Required inputs

- Jurisdiction, employing entity, work location and worker status
- Contract, collective agreement, standing orders, service rules and policies
- Allegations, dates, known evidence and prior related action
- Applicable statutory, regulatory or public-sector procedure
- Decision authority, representation rights and live deadlines
- Requested document, procedural stage and contemplated interim measures

Identify missing source documents and assumptions before drafting.

## Method

1. **Map authority and procedure.** Identify the governing instrument, decision-maker, required sequence, notice periods, representation or union rights, burdens and appeal route. Verify current law and rules.
2. **Define each allegation.** State conduct, date or period, place, breached rule and essential particulars. Distinguish misconduct from performance, capability, absence, grievance or protected activity.
3. **Preserve evidence.** Issue proportionate litigation or evidence holds, protect originals and record provenance. Do not access private accounts or devices without lawful authority.
4. **Assess interim action.** Use suspension, reassignment or access restrictions only for a documented legitimate need. State pay, benefits, review date and that the measure is not a finding.
5. **Give a fair opportunity.** Provide intelligible notice, relevant evidence, reasonable response time, accommodations and the applicable hearing or representation process.
6. **Record the hearing.** Capture attendees, issues, evidence, objections, responses, adjournments and directions neutrally. Do not replace evidence with conclusory minutes.
7. **Make findings element by element.** Apply the stated standard of proof to reliable material, address material contrary evidence and explain credibility findings without relying on stereotypes or demeanour alone.
8. **Select proportionate action.** Consider seriousness, consistency, service record, mitigation, prior warnings, rehabilitation, policy range and comparable cases. Avoid double punishment.
9. **Close and review.** Draft reasons, effective date, consequences, appeal rights, confidentiality, retention and follow-up actions.

## Output

Produce the requested set from: process map, allegation schedule, show-cause or charge notice, suspension letter, hearing agenda and record, evidence index, findings report, sanction letter, appeal notice and dated case log.

## Guardrails

- Do not fabricate evidence, backdate records, coach witnesses or disguise a predetermined dismissal as an inquiry.
- Do not retaliate for a complaint, union activity, leave, accommodation request, whistleblowing or other protected conduct.
- Redact protected identities and restrict the record to people with a legitimate role.
- Flag criminal allegations, safeguarding risks, regulator reporting, immigration effects and privilege questions for specialist advice.
- Require qualified local review before issuing any document that affects pay, status or employment.

Referenced files: 1

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---
name: employment-contract-drafter
description: Drafts jurisdiction-specific employment agreements and offer terms with coherent compensation, duties, IP, confidentiality, restraints and termination provisions. Use for new hires, promotions, transfers, remote work or restated employment terms.
---

# Employment Contract Drafter

Draft an implementable agreement aligned with mandatory law and the actual working arrangement. Do not use contractual labels to conceal the worker's true status.

## Required inputs

- Employer entity, employee identity, jurisdiction and work location
- Role, duties, reporting line, start date, status and probation
- Compensation, incentives, equity, benefits, expenses and payroll cycle
- Hours, workplace, travel, remote or hybrid arrangements and leave
- IP, inventions, confidential information, data and equipment needs
- Notice, termination, post-termination restraints and governing law
- Applicable collective agreement, award, policy, template or term sheet

Use bracketed variables for genuinely missing commercial terms and list them in an issues schedule.

## Method

1. **Classify the relationship.** Test employee, worker, contractor, fixed-term, part-time, apprentice and managerial labels against the facts and mandatory law.
2. **Build a compliance matrix.** Check required written particulars, wages, hours, overtime, leave, benefits, social security, probation, deductions, notice and language requirements.
3. **Create a term map.** Reconcile the offer, term sheet, policies, collective terms and prior promises. Identify hierarchy and incorporation by reference.
4. **Draft the operational bargain.** State appointment, duties, authority, place and hours of work, mobility, compensation mechanics, expenses, leave and policy compliance clearly.
5. **Protect legitimate interests.** Define confidential information, permitted use, security, records, return obligations and lawful IP or invention ownership. Preserve statutory creator and moral rights where they cannot be assigned.
6. **Calibrate restraints.** Draft non-solicit, non-dealing, confidentiality, garden-leave or non-compete terms only where lawful, necessary, specific and proportionate. Explain unenforceability risk.
7. **Draft change and exit terms.** Address variation, role changes, suspension, notice, payment in lieu, misconduct, incapacity, redundancy, fixed-term expiry and post-exit obligations without contracting out of mandatory rights.
8. **Run consistency checks.** Verify definitions, dates, cross-references, currency, tax wording, signatures and conflicts with handbook or incentive documents.

## Output

Produce:

- A clean employment agreement with schedules
- An assumptions and open-points list
- A mandatory-law and commercial-risk matrix
- Optional employer-favourable and balanced alternatives for material clauses
- A pre-signing checklist for approvals, notices and attached policies

## Guardrails

- Do not misclassify a worker or use a sham location, salary split or contractor structure to evade rights.
- Do not draft discriminatory terms or permit unlawful deductions, monitoring, restraint or forfeiture.
- Distinguish contractual discretion from an unfettered right; require good faith and lawful process where applicable.
- Treat tax, immigration, benefits, equity and pension language as specialist-review areas.
- Require qualified local counsel to verify mandatory terms and enforceability before signature.

Referenced files: 1

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---
name: handbook-drafter
description: Drafts coherent employee handbooks and workplace policies with clear ownership, procedures and legal review flags. Use to create, consolidate or update rules on conduct, leave, safety, equality, technology, grievances, discipline and workplace operations.
---

# Handbook Drafter

Create a handbook people can follow in practice. Align every policy with mandatory law, contracts, collective terms and the organisation's actual systems.

## Required inputs

- Employing entities, jurisdictions, locations and workforce categories
- Existing contracts, policies, standing orders and collective agreements
- Workforce size, industry, working model and regulated activities
- Benefits, leave, payroll, timekeeping and approval processes
- Reporting channels, policy owners and escalation contacts
- Desired tone, languages, effective date and change process

Do not fill local-law gaps with generic global rules. Create jurisdictional supplements where necessary.

## Method

1. **Inventory obligations and sources.** Map mandatory policies, notices, consultations, postings and acknowledgements. Identify which rules are contractual, collectively agreed or discretionary.
2. **Design the architecture.** Use a core handbook plus location or workforce supplements. Establish hierarchy, definitions, owners, version control and review dates.
3. **Draft core conduct rules.** Cover equality, harassment, retaliation, conflicts, gifts, confidentiality, records, safety, substance use, attendance and lawful instructions with concrete reporting routes.
4. **Draft working terms.** Cover hours, breaks, overtime approval, time records, pay practices, expenses, remote work, travel, leave and accommodations without reducing statutory rights.
5. **Draft information rules.** Address acceptable use, monitoring, cybersecurity, personal devices, AI tools, privacy, records retention and incident reporting. State the lawful basis and limits of monitoring.
6. **Draft people processes.** Explain complaints, whistleblowing, grievances, performance, discipline, investigations, appeals and anti-retaliation. Cross-reference specialist harassment procedures where required.
7. **Test implementation.** Verify the named channels exist, managers can apply the steps, timelines are realistic and policies do not contradict one another.
8. **Plan rollout.** Prepare consultation, translation, accessibility, training, acknowledgement, publication and change-notice steps.

## Output

Produce:

- A structured handbook with jurisdictional supplements
- A source-and-policy matrix
- A conflict, gap and decision log
- A rollout and manager-training checklist
- A version register and scheduled review calendar

## Guardrails

- Do not claim a non-contractual disclaimer can override incorporated terms, settled practice or mandatory law.
- Do not create vague surveillance, search, deduction or discipline powers.
- Protect complaint confidentiality while avoiding promises of absolute secrecy.
- Preserve statutory, collective, whistleblower and accommodation rights.
- Require local legal, HR, privacy, payroll and employee-relations review before launch.

Referenced files: 1

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---
name: labour-compliance-checker
description: Maps current Indian labour-law obligations, evidence and remediation for an establishment. Use for compliance audits, site openings, workforce changes, contractor reviews, labour-code transition checks, inspections, registrations, payroll or social-security assessments.
---

# Labour Compliance Checker

Build a date-specific India compliance register. Treat the establishment, employer, employee and worker classifications as legal questions, not intake labels.

## Required inputs

- Legal entity, ownership, industry, activity and each work location
- Headcount by category, gender, age, wage level and engagement model
- Contractors, principal-employer arrangements, inter-state and migrant workers
- Opening dates, shifts, hours, payroll, benefits and leave practices
- Registrations, licences, returns, notices, registers, policies and inspection history
- Union, works committee, standing-order, dispute and restructuring information
- Audit date and planned workforce or business changes

## Method

1. **Fix the applicable regime.** Verify the commencement notifications and provisions in force on the audit date for the Code on Wages, 2019, Industrial Relations Code, 2020, Code on Social Security, 2020 and Occupational Safety, Health and Working Conditions Code, 2020. Apply savings, transition and repeal provisions; do not assume every legacy rule or accrued obligation disappeared at once.
2. **Map legislative competence.** Identify the appropriate government, Central and State rules, local Shops and Establishments law, professional tax, labour welfare fund and sector-specific overlays.
3. **Classify the operation.** Test establishment, factory, mine, plantation, shop, contractor, principal employer, employee, worker, gig or platform worker and other threshold-dependent categories.
4. **Build the duty register.** Cover registration and licensing, appointment terms, wages and deductions, hours and overtime, leave, social security, gratuity, bonus, safety and welfare, women and young persons, migrant and contract labour, standing orders, unions, disputes, retrenchment and closure as applicable.
5. **Test each threshold.** Record the counting rule, reference period, geography and source for every headcount, wage or activity threshold. Do not apply a threshold from memory.
6. **Verify evidence.** Match each obligation to responsible owner, frequency, due date, filing portal, record, sample tested and retention requirement.
7. **Assess contractors.** Reconcile contracts, licences, attendance, wage proof, contributions and deployment records; identify principal-employer exposure and sham arrangements.
8. **Rank remediation.** Rate legal exposure, worker impact, financial amount, recurrence and inspection likelihood. Give cure steps, owner, deadline and dependencies.

## Output

Produce:

- An applicability and classification memo
- A law-by-law compliance register with source links
- A filing, payment and renewal calendar
- A sampled-evidence and contractor-control matrix
- A quantified gap register and risk-ranked remediation plan
- A transition note distinguishing current, saved and superseded requirements

## Guardrails

- Verify current primary law, commencement notifications, rules and government guidance; label draft rules as drafts.
- Do not recommend false registers, backdated records, off-book wages, sham contracting or employee retaliation.
- Do not infer compliance from a registration alone; test actual practice and records.
- Minimise personal payroll and identity data in reports.
- Require Indian labour counsel, payroll and safety specialists to confirm high-risk conclusions and remediation.

Referenced files: 1

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---
name: posh-compliance-advisor
description: Assesses Indian workplace sexual-harassment prevention and redressal compliance under the POSH Act and Rules. Use for Internal Committee constitution, policy and training audits, complaint procedure, inquiry governance, annual reporting or remediation.
---

# POSH Compliance Advisor

Assess employer and Internal Committee compliance without directing the outcome of a live complaint. Preserve statutory confidentiality and natural justice from intake through implementation.

## Required inputs

- Employer entities, each workplace, headcount and locations
- Internal Committee orders, member details, tenure and external-member credentials
- Policy, displayed notices, training records and reporting channels
- Complaint log, inquiry tracker, recommendations and implementation records
- Annual reports and employer or District Officer submissions
- Applicable service rules, sector requirements and State or local directions
- Whether a live complaint, safeguarding issue or criminal allegation exists

Use anonymised case identifiers unless identity is necessary for the task.

## Method

1. **Determine coverage.** Apply the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and Rules to each workplace. Verify the headcount test for an Internal Committee and identify the Local Committee route where applicable.
2. **Audit constitution.** Check the written constitution order, Presiding Officer, employee members, external member, required representation, qualifications, independence, tenure, vacancies and workplace coverage.
3. **Audit prevention.** Check the policy, display obligations, accessible reporting, awareness programmes, member orientation, capacity building, manager guidance and protection against retaliation.
4. **Map complaint intake.** Record date, limitation, permitted assistance, requested interim measures, conflicts and jurisdiction. Do not reject or decide a complaint during an administrative audit.
5. **Test process controls.** Verify notice, response opportunity, quorum, natural justice, conciliation limits, inquiry timetable, evidence handling, absence procedure, legal-representation restrictions and reasoned recommendations under current law.
6. **Protect confidentiality.** Restrict identities, complaint content, proceedings, recommendations and action information as required. Separate need-to-know case files from aggregate compliance data.
7. **Audit outcomes.** Check implementation, compensation reasoning where applicable, non-retaliation, record retention and appeal information. Do not treat inability to prove an allegation as proof of malice.
8. **Audit reporting.** Reconcile the complaint register with Internal Committee annual reports, employer disclosures and required submissions; verify State or District formats and deadlines.
9. **Remediate.** Rank invalid constitution, expired membership, delayed cases, confidentiality breaches, missing training and reporting gaps with owners and dates.

## Output

Produce an applicability map, committee-composition matrix, prevention and process audit, anonymised case tracker, annual-report reconciliation, remediation plan and a live-matter escalation note when needed.

## Guardrails

- Do not reveal protected identities or promise absolute confidentiality beyond the law.
- Do not mediate or conciliate without the complainant's lawful request, or use monetary settlement as the basis of conciliation.
- Do not retaliate, pressure withdrawal, coach evidence or infer malice merely because proof is insufficient.
- Separate POSH compliance from parallel criminal, safeguarding, labour, service-rule or disciplinary duties.
- Require qualified Indian counsel and an independent, properly constituted committee for live-case decisions.

Referenced files: 1

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---
name: separation-documenter
description: Prepares lawful, internally consistent documents for resignation, termination, redundancy, retirement, fixed-term expiry or negotiated exit. Use for decision records, notices, settlement terms, releases, final-pay calculations, handover and post-employment obligations.
---

# Separation Documenter

Document the real exit route and required process. Do not use a resignation, mutual separation or fixed-term label to disguise an employer-initiated termination.

## Required inputs

- Jurisdiction, work location, worker status and reason for separation
- Contract, collective terms, policies, service rules and prior correspondence
- Start date, continuity, compensation, benefits, leave and notice terms
- Performance, conduct, redundancy, health or other supporting record
- Protected status, complaints, leave, union activity and accommodation history
- Proposed last day, notice treatment, settlement amount and release scope
- Equity, incentive, pension, immigration, IP, confidentiality and restraint terms

## Method

1. **Classify the exit.** Identify resignation, dismissal, redundancy, retirement, expiry, incapacity, abandonment or negotiated separation and test the legal substance.
2. **Map authority and process.** Verify approvals, consultation, selection, warning, hearing, notice, government or union notification and appeal requirements.
3. **Screen prohibited grounds.** Check discrimination, retaliation, whistleblowing, pregnancy, leave, disability, union activity, protected complaint and public-policy risks.
4. **Build the chronology.** Tie the decision to contemporaneous evidence and record contrary facts. Do not manufacture a paper trail after the decision.
5. **Calculate entitlements.** Show salary, notice, leave, bonus, commission, severance, gratuity, pension, expenses, deductions, tax and benefits assumptions line by line.
6. **Draft route-specific documents.** Prepare the decision note, notice or acceptance, consultation record, settlement or release, final-pay statement, certificate and handover materials required.
7. **Calibrate the release.** Define claims, consideration, carve-outs, advice and revocation requirements where applicable. Do not purport to waive non-waivable rights.
8. **Close operations.** Address access, equipment, records, data, confidentiality, IP, customer and employee communications, reference, immigration and benefits continuation.
9. **Check consistency.** Reconcile names, dates, reason, payment figures, tax wording, survival terms, execution mechanics and communications across the pack.

## Output

Produce a route and risk memo, approval chronology, notice documents, calculation schedule, settlement or release where instructed, handover checklist, communications plan and post-exit obligations summary.

## Guardrails

- Do not fabricate cause, pressure resignation, backdate warnings or disguise retaliation.
- Do not withhold undisputed wages, records or statutory benefits to secure a release.
- Avoid unnecessary disclosure of health, complaint or disciplinary information.
- Flag collective dismissal, works council, immigration, pension, tax, equity and regulator issues.
- Require qualified local review before communicating or implementing the exit.

Referenced files: 1

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---
name: workplace-investigation-reporter
description: Produces structured, evidence-led workplace investigation reports that separate allegation, evidence, credibility, finding and recommendation. Use after interviews and document review for misconduct, grievance, discrimination, retaliation, bullying, fraud or policy investigations.
---

# Workplace Investigation Reporter

Write an impartial report within the investigator's mandate. Do not turn a general workplace investigation into a statutory POSH inquiry or disciplinary decision without the required authority and procedure.

## Required inputs

- Terms of reference, allegations and applicable policies or legal tests
- Jurisdiction, investigator appointment, independence and conflicts check
- Investigation plan, evidence log, interview records and participant corrections
- Standard of proof, confidentiality notices and representation rights
- Procedural correspondence, interim measures and scope changes
- Requested report audience, privilege status and decision-maker

List missing evidence, access limits and unresolved procedural objections.

## Method

1. **Confirm mandate.** State who commissioned the investigation, issues within scope, exclusions, decision authority, standard of proof and whether the report is privileged. Do not guarantee privilege by label.
2. **Record procedure.** Describe notices, interviews, evidence access, response opportunities, accommodations, conflicts, delays and departures from the plan.
3. **Build an allegation matrix.** Break each allegation into required factual or policy components and link every item of supporting and contrary evidence.
4. **Assess evidence quality.** Evaluate first-hand knowledge, consistency, contemporaneous records, corroboration, motive, opportunity, authenticity and reliability. Avoid stereotypes and demeanour-only credibility judgments.
5. **Resolve material conflicts.** Explain why evidence is accepted, rejected or left unresolved. Distinguish fact, inference, hearsay, opinion and unknown.
6. **Make bounded findings.** Apply the stated standard to each allegation separately. Use substantiated, not substantiated or another authorised formulation; do not make criminal guilt findings.
7. **Separate recommendations.** Keep findings distinct from policy, control, training, safeguarding and disciplinary recommendations. Leave sanction to the authorised decision-maker unless the mandate says otherwise.
8. **Protect the record.** Use necessary redactions, secure appendices, source identifiers, retention controls and a disclosure list. Preserve originals and metadata.
9. **Quality check.** Confirm every conclusion has a record citation, contrary evidence is addressed, language is neutral and appendices reconcile with the evidence log.

## Output

Produce an executive summary, mandate and methodology, procedural chronology, allegation-by-allegation analysis, findings table, limitations, separated recommendations, evidence index and confidential appendices schedule.

## Guardrails

- Do not fabricate, suppress, alter or coach evidence, or retaliate against participants.
- Do not promise absolute confidentiality or disclose more than process and law permit.
- Do not infer dishonesty solely from delay, trauma response, disability, culture or presentation style.
- Escalate imminent safety, safeguarding, criminal-reporting, regulator and conflict issues through lawful channels.
- Require legal review for statutory inquiries, privilege, compelled disclosure and high-consequence findings.

Referenced files: 1