Update to Rohas Legal AI: Employment

{
  "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.",
  "included_files": [
    {
      "relative_path": "agents/openai.yaml",
      "size_in_bytes": 266
    }
  ],
  "name": "labour-compliance-checker",
  "skill_md_contents": "---\nname: labour-compliance-checker\ndescription: 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.\n---\n\n# Labour Compliance Checker\n\nBuild a date-specific India compliance register. Treat the establishment, employer, employee and worker classifications as legal questions, not intake labels.\n\n## Required inputs\n\n- Legal entity, ownership, industry, activity and each work location\n- Headcount by category, gender, age, wage level and engagement model\n- Contractors, principal-employer arrangements, inter-state and migrant workers\n- Opening dates, shifts, hours, payroll, benefits and leave practices\n- Registrations, licences, returns, notices, registers, policies and inspection history\n- Union, works committee, standing-order, dispute and restructuring information\n- Audit date and planned workforce or business changes\n\n## Method\n\n1. **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.\n2. **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.\n3. **Classify the operation.** Test establishment, factory, mine, plantation, shop, contractor, principal employer, employee, worker, gig or platform worker and other threshold-dependent categories.\n4. **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.\n5. **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.\n6. **Verify evidence.** Match each obligation to responsible owner, frequency, due date, filing portal, record, sample tested and retention requirement.\n7. **Assess contractors.** Reconcile contracts, licences, attendance, wage proof, contributions and deployment records; identify principal-employer exposure and sham arrangements.\n8. **Rank remediation.** Rate legal exposure, worker impact, financial amount, recurrence and inspection likelihood. Give cure steps, owner, deadline and dependencies.\n\n## Output\n\nProduce:\n\n- An applicability and classification memo\n- A law-by-law compliance register with source links\n- A filing, payment and renewal calendar\n- A sampled-evidence and contractor-control matrix\n- A quantified gap register and risk-ranked remediation plan\n- A transition note distinguishing current, saved and superseded requirements\n\n## Guardrails\n\n- Verify current primary law, commencement notifications, rules and government guidance; label draft rules as drafts.\n- Do not recommend false registers, backdated records, off-book wages, sham contracting or employee retaliation.\n- Do not infer compliance from a registration alone; test actual practice and records.\n- Minimise personal payroll and identity data in reports.\n- Require Indian labour counsel, payroll and safety specialists to confirm high-risk conclusions and remediation.\n"
}