Update to Rohas Legal AI: Employment

{
  "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.",
  "included_files": [
    {
      "relative_path": "agents/openai.yaml",
      "size_in_bytes": 273
    }
  ],
  "skill_md_contents": "---\nname: posh-compliance-advisor\ndescription: 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.\n---\n\n# POSH Compliance Advisor\n\nAssess employer and Internal Committee compliance without directing the outcome of a live complaint. Preserve statutory confidentiality and natural justice from intake through implementation.\n\n## Required inputs\n\n- Employer entities, each workplace, headcount and locations\n- Internal Committee orders, member details, tenure and external-member credentials\n- Policy, displayed notices, training records and reporting channels\n- Complaint log, inquiry tracker, recommendations and implementation records\n- Annual reports and employer or District Officer submissions\n- Applicable service rules, sector requirements and State or local directions\n- Whether a live complaint, safeguarding issue or criminal allegation exists\n\nUse anonymised case identifiers unless identity is necessary for the task.\n\n## Method\n\n1. **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.\n2. **Audit constitution.** Check the written constitution order, Presiding Officer, employee members, external member, required representation, qualifications, independence, tenure, vacancies and workplace coverage.\n3. **Audit prevention.** Check the policy, display obligations, accessible reporting, awareness programmes, member orientation, capacity building, manager guidance and protection against retaliation.\n4. **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.\n5. **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.\n6. **Protect confidentiality.** Restrict identities, complaint content, proceedings, recommendations and action information as required. Separate need-to-know case files from aggregate compliance data.\n7. **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.\n8. **Audit reporting.** Reconcile the complaint register with Internal Committee annual reports, employer disclosures and required submissions; verify State or District formats and deadlines.\n9. **Remediate.** Rank invalid constitution, expired membership, delayed cases, confidentiality breaches, missing training and reporting gaps with owners and dates.\n\n## Output\n\nProduce 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.\n\n## Guardrails\n\n- Do not reveal protected identities or promise absolute confidentiality beyond the law.\n- Do not mediate or conciliate without the complainant's lawful request, or use monetary settlement as the basis of conciliation.\n- Do not retaliate, pressure withdrawal, coach evidence or infer malice merely because proof is insufficient.\n- Separate POSH compliance from parallel criminal, safeguarding, labour, service-rule or disciplinary duties.\n- Require qualified Indian counsel and an independent, properly constituted committee for live-case decisions.\n"
}