Update to Rohas Legal AI: Employment

{
  "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.",
  "included_files": [
    {
      "relative_path": "agents/openai.yaml",
      "size_in_bytes": 270
    }
  ],
  "name": "disciplinary-documenter",
  "skill_md_contents": "---\nname: disciplinary-documenter\ndescription: 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.\n---\n\n# Disciplinary Documenter\n\nCreate a procedurally fair record without predetermining guilt. Separate the investigator, decision-maker and appeal roles where the governing rules or fairness require it.\n\n## Required inputs\n\n- Jurisdiction, employing entity, work location and worker status\n- Contract, collective agreement, standing orders, service rules and policies\n- Allegations, dates, known evidence and prior related action\n- Applicable statutory, regulatory or public-sector procedure\n- Decision authority, representation rights and live deadlines\n- Requested document, procedural stage and contemplated interim measures\n\nIdentify missing source documents and assumptions before drafting.\n\n## Method\n\n1. **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.\n2. **Define each allegation.** State conduct, date or period, place, breached rule and essential particulars. Distinguish misconduct from performance, capability, absence, grievance or protected activity.\n3. **Preserve evidence.** Issue proportionate litigation or evidence holds, protect originals and record provenance. Do not access private accounts or devices without lawful authority.\n4. **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.\n5. **Give a fair opportunity.** Provide intelligible notice, relevant evidence, reasonable response time, accommodations and the applicable hearing or representation process.\n6. **Record the hearing.** Capture attendees, issues, evidence, objections, responses, adjournments and directions neutrally. Do not replace evidence with conclusory minutes.\n7. **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.\n8. **Select proportionate action.** Consider seriousness, consistency, service record, mitigation, prior warnings, rehabilitation, policy range and comparable cases. Avoid double punishment.\n9. **Close and review.** Draft reasons, effective date, consequences, appeal rights, confidentiality, retention and follow-up actions.\n\n## Output\n\nProduce 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.\n\n## Guardrails\n\n- Do not fabricate evidence, backdate records, coach witnesses or disguise a predetermined dismissal as an inquiry.\n- Do not retaliate for a complaint, union activity, leave, accommodation request, whistleblowing or other protected conduct.\n- Redact protected identities and restrict the record to people with a legitimate role.\n- Flag criminal allegations, safeguarding risks, regulator reporting, immigration effects and privilege questions for specialist advice.\n- Require qualified local review before issuing any document that affects pay, status or employment.\n"
}