Update to Rohas Legal AI: Employment

{
  "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.",
  "included_files": [
    {
      "relative_path": "agents/openai.yaml",
      "size_in_bytes": 272
    }
  ],
  "name": "employment-contract-drafter",
  "skill_md_contents": "---\nname: employment-contract-drafter\ndescription: 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.\n---\n\n# Employment Contract Drafter\n\nDraft an implementable agreement aligned with mandatory law and the actual working arrangement. Do not use contractual labels to conceal the worker's true status.\n\n## Required inputs\n\n- Employer entity, employee identity, jurisdiction and work location\n- Role, duties, reporting line, start date, status and probation\n- Compensation, incentives, equity, benefits, expenses and payroll cycle\n- Hours, workplace, travel, remote or hybrid arrangements and leave\n- IP, inventions, confidential information, data and equipment needs\n- Notice, termination, post-termination restraints and governing law\n- Applicable collective agreement, award, policy, template or term sheet\n\nUse bracketed variables for genuinely missing commercial terms and list them in an issues schedule.\n\n## Method\n\n1. **Classify the relationship.** Test employee, worker, contractor, fixed-term, part-time, apprentice and managerial labels against the facts and mandatory law.\n2. **Build a compliance matrix.** Check required written particulars, wages, hours, overtime, leave, benefits, social security, probation, deductions, notice and language requirements.\n3. **Create a term map.** Reconcile the offer, term sheet, policies, collective terms and prior promises. Identify hierarchy and incorporation by reference.\n4. **Draft the operational bargain.** State appointment, duties, authority, place and hours of work, mobility, compensation mechanics, expenses, leave and policy compliance clearly.\n5. **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.\n6. **Calibrate restraints.** Draft non-solicit, non-dealing, confidentiality, garden-leave or non-compete terms only where lawful, necessary, specific and proportionate. Explain unenforceability risk.\n7. **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.\n8. **Run consistency checks.** Verify definitions, dates, cross-references, currency, tax wording, signatures and conflicts with handbook or incentive documents.\n\n## Output\n\nProduce:\n\n- A clean employment agreement with schedules\n- An assumptions and open-points list\n- A mandatory-law and commercial-risk matrix\n- Optional employer-favourable and balanced alternatives for material clauses\n- A pre-signing checklist for approvals, notices and attached policies\n\n## Guardrails\n\n- Do not misclassify a worker or use a sham location, salary split or contractor structure to evade rights.\n- Do not draft discriminatory terms or permit unlawful deductions, monitoring, restraint or forfeiture.\n- Distinguish contractual discretion from an unfettered right; require good faith and lawful process where applicable.\n- Treat tax, immigration, benefits, equity and pension language as specialist-review areas.\n- Require qualified local counsel to verify mandatory terms and enforceability before signature.\n"
}